B2B Markeplace

We all like to get positive or constructive feedback and when it is delivered in the right way it can really benefit both the individual and the business. Even so, with evidence to support this idea, it is the fact that people do not receive feedback that is considered to be the major contributor to their decision to leave their workplace, so it really is important to provide feedback to your employees. It is a wise decision as it allows you to find out where employees may require support or skills development to enable them to raise their performance levels.

So, why do we have 360 degree feedback? This concept has resulted from a need to increase both the frequency and quality of feedback to individual workers. It is more than the usual annual appraisal, where you visit the manager’s office to be told what you are doing well and how you can improve.

Throughout time it has been the job of the manager to give this feedback and as a result of increasing workloads, the feedback has not always been comprehensive. 360 degree feedback increases the circle of feedback and includes not only the manager’s comments, but also peer evaluation, self evaluation and direct reports. What results at the conclusion of this process is a comprehensive report that provides the individual with a comparison between how they perceive their performance and that of their associates. This report will then allow them to make any necessary changes through a targeted improvement plan.

There are a number of benefits with 360 degree review: when individuals have a greater insight into their strengths and weaknesses they are better able to manage their careers as a result of making improvements to interpersonal skills and building upon leadership skills and the employer is able to take advantage of having a highly skilled, experienced team of employees whose productivity and quality of work is high.

What elements make the 360 degree feedback process successful?

There are six components.

1. The most senior management must be willing to embrace the process and be supportive of its implementation. As well, employees must obtain the necessary skills to give constructive feedback. The most important factor is that managers have to be willing to implement any skills that they have obtained to give appropriate coaching.

2. Any survey that is conducted should relate to the companies ethos and the competencies that they are looking for, addressing the skills necessary to attain individual and company success.

3. Everyone concerned with the process must attend a 360 orientation. At this orientation they will be informed that 360 is merely a developmental tool and should never be used in performance appraisal. Confidentiality is also stressed to make sure that all involved are comfortable with the process.

4. A survey or questionnaire is filled out. Most of these are completed online which allows for the use of special encryption software to guarantee the security of the data collection.

5. Once the surveys are completed, they are collated in the form of a report and given to the individual. The format of the report should be easily accessible. A group summary report is usually presented to the senior management in which numeric ratings are tallied which reveal strengths and weaknesses within the group. This then provides information that is useful in deciding upon any relevant training activities.

6. Coaching that is considered necessary for improvements is then given to those requiring it. Impartiality is one of the best qualities of a good coach as is their ability to focus on realistic, useful goal setting. It is also appropriate for managers to adopt the role of coach as it will help to cement any skills gained and guarantee accountability.

How can this be successfully implemented in your business? The deciding factor is the amount of effort you are willing to put into the process. The level of improvement has a direct correlation with the amount of feedback and support that is provided. 360 degree feedback has the potential to be extremely powerful in generating feedback and consequently to make changes in your business.

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