Last post September 23, 2019 11:18 AM by debora. 1 repiles.
Dear All, We are planning to use 360 degree Feedback in our organisation as part of our OD activities. Our objective is to give the managers critical feed back on the way they manage their people, resource and the grey areas , which need to be improved. We have a plan to look into their competency aspect also. We solicit the experiencial learnings from the organisations, which have undergone such kind of interventions in the past , narrating the Hindering and Facilitating factors. You are free to reply directly to me or to the group. Waiting to hear from the learned professionals. Regards, Bindu
360-degree feedback which is also known as the multi-source feedback is generally a process by which feedback of an employee is received from his colleagues, supervisors or his subordinates regarding an employer’s behavior. This feedback can also include self-evaluation by an employee himself. Relevant 360-degree feedback can also include feedback received from other external sources that interact with the employee on regular bases such as a customer or a supplier or any other third party sources.
Many organizations use 360-degree appraisal for its development purpose. It helps the employees in improving their overall working skills and behaviors. This feedback software is greatly utilized in the evaluation of the performance of the employer and also for making employment decisions.
The Real Importance Of 360-Degree Feedback
360-degree feedback is known to benefit any organization. It provides a confidential as well as a safe way for all the employees to provide feedback. By doing this, any organization is capable of gaining valuable insight into the teams, leadership and the health of an organization. This system also provides knowledge to the leaders of an organization about what is working and what is not. With relevant information in hand and using each feedback data appropriately, the leaders of an organization can even take action quickly. This also helps the employees in improving their work and also enables them to become better leaders so that they can contribute to the future deals of their organizations.
Sometimes receiving honest feedback about the performance of an employee is difficult. Also sometimes candid feedback about an employee’s performance goes down. Many employees are often afraid that they might displease people in a higher rank and a face to face feedback method is capable of not giving genuine feedbacks.
Thus, a 360-degree feedback survey gives an opportunity to the leaders who can get accurate and helpful feedback which will be constructive as well as confidential in every manner. In the process of a 360 feedback survey, the leader and a group of other raters which mainly includes people with whom the leaders work on a regular basis like customers, suppliers, supervisors, and other peers to answer specific questions about the leader’s performance...
When used correctly, there are many benefits of a 360-degree feedback system. It is an amazing tool for receiving feedback in a confidential manner. Following are the pros:
1. 360-degree feedback is capable of increasing self-awareness which means understanding the personality of an employee like his strengths, weaknesses, potentials, beliefs, thoughts, and emotions. This is an important fact when it comes to leadership. Leaders are often capable of making mistakes with good intentions as they make improvements in the wrong way. Often, it is good seeing how others see us. This feedback gives each colleague a chance to express their feeling about an employee anonymously. The employee should be able to handle each feedback that he receives and should not get upset about any negative feedback. It encourages an employee to look at himself the way others see them and helps them to develop a mindset and take it as an opportunity to grow.
2. Collecting feedback from different sources, it is possible that the leader of an organization will have a broader assessment. He will most likely notice themes and patterns that will reoccur and they can focus on it. The employee can also have a good and clear picture of his strengths and weaknesses.
3. If everyone is able to identify their individual strengths and weaknesses and also their behaviors, they can focus on working in these factors more accurately and thus at the end of the day, the employees will end up becoming a much better co-worker and his team leaders will become happier and more productive.