Thursday, September 19, 2013

Best Practice: 360 Feedback / Assessment

19 September 2013, Singapore: Last night I went thru' my 360 feedback assessment report. To my surprise, I rated my self lower than my superiors, subordinates, peers, and internal customers. This is the story behind this short article ... the article is about best practice of 360 feedback. Thanks to Halogen Resources Center for the information.

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Effective 360 degree feedback for a panoramic view of performance

It can be tough for a manager to have a complete picture of their employees' performance. 

To get a broader, more objective perspective on employee performance, strengths and areas for development, multisource feedback is essential. 


Why 360 feedback works

360 degree feedback can provide a fairer representation of the employee’s performance. It helps managers and employees better understand strengths and weaknesses as perceived by peers, team leaders, mentors, subordinates, or even external stakeholders, such as customers and suppliers. 



Who can benefit from 360 degree feedback?

  • Employees who work shifts
  • Employees who work in a different location than their manager
  • Employees who don't work closely with their manager (e.g. work on projects or teams)
  • Anyone in a leadership role
  • Anyone who is looking to advance in their role or move to another role 



Supports better performance appraisals

360 degree feedback, included as part of your performance appraisal process, helps make feedback and ratings broader and fairer, and helps managers and employees better identify areas for development. 


Great for leadership development

360 degree reviews are an invaluable tool for assessing the performance and potential of current and future leaders. You can gather multisource feedback from peers, superiors, customers, suppliers, mentors, even staff, to get a broader understanding of a leader's performance and the areas where they need to develop. 



Increase employee engagement and retention

360 degree feedback tends to better engage employees in the performance management process and their own development, because they:
  • view the feedback they receive as broader and more objective
  • have a voice in the evaluations of others 



Keys for success

  • Be clear on your purpose for gathering 360 degree feedback and communicate it to all participants (ratings or development)
  • Train evaluators in how to rate performance and give feedback
  • Automate the process so feedback gathering, consolidation and analysis is painless


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