To most people including me, giving feedback is difficult; accepting feedback is even harder.
Then there is a metaphor about feedback than can help us see in a different perspective. It’s to stop thinking feedback as a punishment, but as a gift! Everyone loves giving and receiving gifts, aren’t they? But still… feedback is a gift that hard to receive 😂😂😂
If you are working in a company that uses 360-degree feedback as an instrument for performance review, you should be happy because the organization is building a culture that embraces feedback. The process can lead to a high-performance culture. An effective feedback could dramatically improve an employee’s professional growth and this will also good for the organization.
Here are 6 things about 360-degree feedback that you might want to know:
- It was originally used for employee development, but now commonly used as an instrument for performance appraisal
- Employees will be given full circle input from colleagues, peers, direct supervisor, current and former leader, event clients if necessary. This is to avoid employees get feedback only from their boss, which can lead to subjective judgments.
- It’s anonymous. Why? Because some people may not be able to respond honestly if not anonymous.
- The employees also need to complete the survey as a self-assessment.
- When a company collects data on an employee’s performance, it’s to know deeper about how this employee do their job, how they collaborate, communicate, and promote innovations. The result is more qualitative than quantitative.
- It can be used to assess current or emerging leaders. Regardless, the key is to select one that has been professionally researched and adequately tested.
Well, just like other methods, this 360-degree feedback is surely not perfect. One of the problems is that it can tend focusing on what’s wrong with the person or employee. But I believe that using 360-degree feedback with a clear goal can also dramatically improve a person’s professional growth. There’s no doubt that the feedback will give a better, broader, and more objective perspective on employees compared to a single source of feedback.