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How can 360 Feedback be used to invest in your workforce?

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In the modern workplace, it can be easy to feel like there is too much feedback around, and it is even possible to get the impression that some businesses simply create surveys, questionnaires and evaluations in order to provide ‘feedback for the sake of feedback.’ In order to get the most out of this type of process, it is more beneficial to take a methodical and structured approach, and 360 Degree Feedback, or just plain 360 feedback as it is often known, is a great example of this way of thinking. It is a recognition that the most effective opinions come from those that are directly above, below and on the same level as an individual employee.

‘360 degree’ naturally refers to a circle, and in a modern working environment this form of gathering feedback means getting the thoughts and observations of everyone that ‘encircles’ a particular company member. The motivation behind this is that the resulting feedback should be a genuine reflection of someone from all angles, and any recurring negative and positive points can show that action or praise is justified. If the idea of being assessed by colleagues from every surrounding area of a company hierarchy seems daunting in nature, it must also remembered that the subject will be given the chance to participate in 360 Feedback for other people.

Making an investment in instigating a business culture of 360 Degree Feedback has a wide variety of both short-term and long-term benefits, and all of these relate to an employee being able to understand how they are being perceived at all levels. Feedback from those working directly under an individual can lead to making decisions in order to become a better manager and increase team productivity and happiness levels. The opinions from those people at the same level are valuable for improving team working skills, while the same comments from superiors can be used to identify general areas for improvement. When all feedback is combined together, an employee can create a rounded ‘plan of action’ with the goal of becoming a perfect fit for their workplace.

In order to ensure that 360 Feedback is as useful as possible, it is vital to promote the idea that all results are constructive. Everyone in the workforce is subjected to the same process, and this reduces the temptation to try and be less than honest in reported comments. Anything that is overly critical may be reciprocated in order to ‘spite’ the original employee, and this can spiral into a destructive cycle of negative comments that undermine the entire system. This sort of behaviour can be pre-empted by communicating with the entire company about the benefits that come from honest and respectful submissions. It must never be looked upon as an ‘intervention’ for an employee with issues – the whole process needs to allow everyone to both assess and be assessed.

In reality, over 90% of all Fortune 500 companies are using 360 Feedback in some form, and this shows that the process is highly-regarded by the most powerful people in business. To bring some of this success to your own workplace, it could simply be a matter of creating an atmosphere where this multi-source feedback becomes the acceptable norm.

The post How can 360 Feedback be used to invest in your workforce? appeared first on Stock Ex.


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