360 Feedback – 5 Tips to Make It Work For You

363 Feedback for leaders 360 Feedback   5 Tips to Make It Work For YouProbably few things can get an argument going faster than mentioning 360 Feedback at a meeting of HR professionals. Some will be strongly in favor of the idea, and many will be just as strongly against it. This has always puzzled me, because 360 Feedback is a tool, and like all tools it can be misused. Used appropriately it can be of great assistance in individual performance approval. Used improperly, it can cause problems!

360 Feedback is performance based. That, in itself, may have led some people to feel it could be used for performance evaluation. But that would be a mistake! Performance evaluation is an assessment of performance, based on criteria established for the job by the persons responsible for the job description. It is normally conducted by the person’s direct manager.

363 Participants 360 Feedback   5 Tips to Make It Work For You

360 Feedback, on the other hand, is information given to the individual from various people or groups with whom the individual has contact – normally his/her manager, direct reports, peers and other people with whom he/she has contact. It is advice on how the subject might improve his/her performance from their perspective. To be effective, this advice should be positive, and presented in a constructive manner.

Therefore, an effective 360 Feedback project should include the following:

  1. Everyone involved in the exercise should understand its purpose. Emphasis should be placed on the goals of performance improvement, and developmental growth.
  2. Safeguards must be in place to guard against unsolicited snide comments which can be very damaging. The easiest way to do this is to provide pre-determined multiple choice responses.
  3. The subject should be involved in the selection of the raters. If the feedback is to be valued by the subject, he/she needs to feel that they had some say in who was providing the feedback.
  4. A follow-up session must be scheduled to discuss the report at which a coach or trainer should be present, along with the manager and the subject.
  5. The “Now What” question should be addressed and answered. The subject should be given suggestions they can focus on now! These should include strategies to improve their leadership and job effectiveness. These suggestions should be able to be implemented immediately, and the subject should also feel free to share the feedback results with others, if he/she so desires. Of course, access to further training and coaching should also be provided.

Poor Perforrmance 360 Feedback   5 Tips to Make It Work For You

The 360 Feedback tool is a very flexible tool. Its flexibility should not be used as an excuse to allow its use in a manner that is not in keeping with its intended purpose – that of improving an individual’s development and performance.

There are many 360 Feedback assessments on the market. One of the best that I have seen is the “Everything DiSC® 363 for Leaders”. It combines the best of the 360’s with the simplicity and power of DiSC®, plus three strategies for improving leadership effectiveness. A description of this instrument can be seen on our website – http://www.360feedbackandmore.com/

A copy of a white paper on “How Everything DiSC® 363™ for Leaders Fits into Contemporary Leadership Theory” can be obtained by emailing me.

Related Article: 363® for Leaders – A New Kind of 360 Feedback

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