Becky digs deep into the 360 degree feedback model and how it can be a very powerful development tool when done properly!
By Becky Mee
“Mirror, mirror on the wall, who is the fairest of them all?”
As the Evil Queen in Snow White found out, asking for feedback doesn’t always give you what you want to hear. However, asking for feedback is, time and again, shown to be one of the most effective and powerful self-development tools out there. The challenge is in how it’s done.
Most feedback models are based on taking feedback from a very specific group of people; usually your manager and a few other people who may have worked closely with you on a project or in a team. This approach keeps the feedback close but the pitfalls are: feedback can be limited, ‘halo/ horns’ bias can creep in, and your manager may not have seen you perform at your best!
How does 360-feedback fit in? This model takes feedback on you from your peers, direct reports, indirect reports, senior managers, your manager, customers and clients. It’s about opening up new avenues so you have a full awareness of how you are perceived in the business at all levels as possible. As a result, with the feedback being based on performance, values and behaviours, it can be a very powerful development tool if it is implemented and delivered properly.
360-feedback can come in a variety of forms, from longer multiple-choice questionnaires, those that focus on personality types as well as management competencies, to more open-ended feedback modelled on a simple ‘start, stop, continue’ approach. As a result, cost is a real factor to consider when choosing your method, as surveying all your management team could be quite costly! Have an idea of what success will look like at the end of the process, as developing your team in this way will hopefully have a significant impact on your bottom line!
Would you like to know more about how a 360-degree feedback process would work for you and your business? If so, give us a call today!
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