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360 Feedback - Mark Andrews
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360-degree feedback is a process through which performance feedback from an individual’s direct reports, managers, peers, colleagues and in some cases customers, is gathered via a survey across a range of statements, in addition to the person’s own self-evaluation.
This enables the individual to reflect on their strengths and development areas from a variety of perspectives, and then take action on what they learn.
The process is useful for anyone that wants to understand themself better, in order to learn, develop and ultimately become more successful in their work. It also benefits the individuals completing the survey for others, as it provides a vehicle for doing this that can feel more comfortable than having a face-to-face conversation, and is likely to result in positive changes that everyone can benefit from.
Whilst many of us are reasonably self-aware, we view the world from behind our own eyes, and therefore aren’t able to see and hear ourselves in quite the same way as others do. For example, it can sometimes be surprising to see ourselves on video or hear our voices on audio, as there might be quite a difference between how we perceive ourselves, and how we really come across. For this reason, we probably all have ‘blind spots’ that, if we were to become more conscious of them, would enable us to appreciate and maximise our strengths more, and address any areas of potential risk that could create problems or hold us back in some way.
We develop best with a balance of support and gentle challenge, therefore this exercise is likely to be more helpful and meaningful if we don’t just select those that we have the best relationships with to complete the survey, but also any individuals that may be able to share some more developmental feedback that will ultimately be helpful to us.
The 360-degree process can be undertaken at any time, although the most popular time is in preparation for an annual review/performance development conversation. It can also be helpful to seek 360-degree feedback at the start and end of a training/development programme, as a way of gauging progress.
360-degree feedback is a process through which performance feedback from an individual’s direct reports, managers, peers, colleagues and in some cases customers, is gathered via a survey across a range of statements, in addition to the person’s own self-evaluation.
This enables the individual to reflect on their strengths and development areas from a variety of perspectives, and then take action on what they learn.
The process is useful for anyone that wants to understand themself better, in order to learn, develop and ultimately become more successful in their work. It also benefits the individuals completing the survey for others, as it provides a vehicle for doing this that can feel more comfortable than having a face-to-face conversation, and is likely to result in positive changes that everyone can benefit from.
Whilst many of us are reasonably self-aware, we view the world from behind our own eyes, and therefore aren’t able to see and hear ourselves in quite the same way as others do. For example, it can sometimes be surprising to see ourselves on video or hear our voices on audio, as there might be quite a difference between how we perceive ourselves, and how we really come across. For this reason, we probably all have ‘blind spots’ that, if we were to become more conscious of them, would enable us to appreciate and maximise our strengths more, and address any areas of potential risk that could create problems or hold us back in some way.
We develop best with a balance of support and gentle challenge, therefore this exercise is likely to be more helpful and meaningful if we don’t just select those that we have the best relationships with to complete the survey, but also any individuals that may be able to share some more developmental feedback that will ultimately be helpful to us.
The 360-degree process can be undertaken at any time, although the most popular time is in preparation for an annual review/performance development conversation. It can also be helpful to seek 360-degree feedback at the start and end of a training/development programme, as a way of gauging progress.
