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> > | 360-degree FeedbackWe notice that in recent years more and more companies pay attention to the objective assessment of their employees and creating the necessary conditions for education and personal and professional development. Motivated and satisfied with their work and the general organizational culture, employees directly impact the company's successful and effective performance, as employees' productivity and initiative increase, and employee rotation decreases. One of the most frequently chosen tools for objective employee evaluation is 360-degree feedback. What kind of tool is it and how it works?What is 360-degree feedback?The name itself suggests that it is a comprehensive assessment of one employee or leader, an individual assessment. Most often, this questionnaire is used to assess the competencies of managers. The 360-degree assessment takes into account feedback from the direct surrounding of an employee, such as supervisor or manager, co-workers, and reporting staff members. The purpose of this review is to collect subjective information (such as personal abilities, character traits, flexibility, communication skills, teamwork, leadership, initiative, conflict management, etc.) about the manager and, based on the results, to objectively assess the strengths and improvement traits of the employee. Well-made 360-degree feedback is a very effective development tool. This review provides valuable feedback as colleagues and reporting staff anonymously answer questions that they would not otherwise be confident with. No wonder the higher the position of an employee, the less open and direct responses. Therefore, the 360-degree feedback methodology allows and encourages managers, co-workers, and reporting staff to express their views on important issues boldly. These are some approaches that the 360-degree performance of managers should not be used during the annual interview, as it may be the opposite. When the employees, participating in the survey, provide better answers the surveyed manager is better assessed, and receive a promotion or other incentives. This approach isn’t correct, however, as neither the annual appraisal interview nor the 360-degree feedback survey, should not be focused on employee weaknesses and shortcomings. This process should be viewed from the perspective of the entire company or organization, where an employee's personal and professional growth and development is the entire organization's growth and development. Therefore, the review we are talking about can be conducted as a separate performance before the annual appraisal interview to assess and explore the strengths and characteristics of employee improvement.How to get the 360-degree feedback right?You indeed need to prepare for the first 360-degree performance review. As with any innovation or change, the use of a new tool causes subconscious resistance and negative attitudes among people. But it is a natural reaction of many, conditioned by the unknown or by fear. For this reason, discuss this with your staff before starting the survey:
The benefit of the 360-degree assessment in the long-term perspective of the companyWould you be surprised to hear that repeating a 360-degree survey on the same manager may result in worse than the first time? And the reasons could be much simpler than you expected - the second time they answered questions, the staff gave far more honest and open answers than the first time. As we have already mentioned, employees taking part in the survey, especially for the first time, feel uncomfortable and do not know what the consequences will be, therefore they behave carefully. If you are just starting a feedback program in your company, give employees time to understand, get used to, and build a culture of trust together. You can achieve this by regularly conducting a 360-degree assessment survey. Then all the employees will be able to see the benefits of the process of developing qualities for improvement, and at the same time employees will make sure that their answers do not have a negative impact on them, but on the contrary - have a positive impact on the development of the assessed manager and the company at the same time. It is recommended that companies begin implementing a feedback program after reaching some maturity when the employee is identified as the company's or organization's resource at the highest level, and motivated and valued employees are the engine of the company's success. A culture of trust, openness, and quality feedback is created, in addition to the possibility of personal and professional development, at the same time it increases employee satisfaction with work, strengthens the sense of commitment to the company's activities, and all this contributes to the creation of a favorable psychological microclimate of the company, higher employee productivity and the success of companies performance. 360-degree feedback is an effective tool for regular employee assessment to motivate, develop and build effective teams. -- Abdul Alim - 2022-10-23Comments |