360 feedback - Appraisals, Surveys, Questionnaires, Assessment, Performance and Leadership
360 surveys, for many, are still a daunting prospect. Many people are nervous about what they "don't yet know" about themselves that they may not want to hear.
It is interesting though, that few people actually undertake a 360 questionnaire to help identify and reinforce their areas of skill and strength.
When considering the use of a 360 tool it is important to be clear about what the purpose or intended outcome is meant to be. This may include helping to create a personal development plan, supporting the appraisal process or identifying areas to focus on for improving poor performance. Quite often, if conducted well, a structured 360 process that uses a competency framework of some kind can help to pinpoint areas of strength and development that are sometimes hard to identify in casual conversation.
We have access to a number of 360 tools that are well known within the market. We can also create 360 questionnaires that are designed around a specific need whether that be managing projects, responding to change or a team 360 assessment. We can also administer through paper-based or online depending on your need.
The benefits of using us to carry out your 360 degree feedback needs
- We have expertise in understanding how to translate the output from 360 surveys into real life.
- We only use recognised and researched 360 tools that link specifically to competency or other behavioural frameworks.
- We don't just tell you what the 360 questionnaire results says, we interpret it to give a thorough meaning of the data and the impact of it for the individual concerned.
- We prepare fully in advance on any 360 degree feedback session to clearly understand the purpose of the session from the individual and manager's perspectives.
- Individuals gain a clearer understanding of what is expected of them in their role, or developing towards a future role.
- We tie the 360 degree feedback results into real workplace situations, thereby increasing the relevance and usefulness of the data. This in turn creates higher face validity and is accepted more easily.
360 Feedback and Experiential Learning
The typical approach to carrying out a 360 is to have your questionnaire, pass it around to some of your colleagues, your customers (internal or external) and your boss. What you end up with is a report that if you're lucky has a high correlation between everyone's perception of you (hopefully a good perception!). If you're unlucky there may be a variety of perceptions which leave you with some work to do.
This very typical approach though assumes many things; your staff are assessing you based on the best way to conduct yourself or that you are able to operate at your full potential. A 360 often fails to highlight quite what it is specifically that needs to be worked on and how. So we have to go back and start talking to the people who completed the 360 feedback appraisal and identifying the specifics.
Experiential Learning allows an object level of assessment which, when coupled with specific feedback helps to create a fuller view of an individuals capability.
360 Performance Appraisal
This involves the individual having their performance regularly reviewed through a combination of peer, subordinate and parent assessment. In some ways it is a great full circle performance evaluation as it leaves few stones unturned. On the other hand it can turn the performance review into a battle of issues if not handled in the right way.
The key to success here is to make the review as objective as possible whilst allowing some element of annecdotal evidence. If managed effectively, the feedback can be powerful and the resulting change in performance can be significant. |
