What better way to begin the New Year than by some introspection about yourself and how others perceive you? So today’s blog is about 360-degree feedback and how it can help in your career development.
I’m often asked “What is 360-degree feedback and does it really work?” The typical feedback method most people are used to is top-down feedback that comes from management. 360-degree feedback is different in that it obtains performance and behavior aspects from people located all around an employee, from their manager to their peers to their subordinates. Generally, this feedback is provided anonymously and consolidated into an overall report.
The idea of the 360-degree feedback concept is to see a full circle of feedback in order to help you understand how others perceive you and how your behavior affects those around you. The basic idea is to gain a better understanding of how your own perception of yourself is similar to or differs from the perception others hold of you. Then, you use this information as input into the creation of a personal development plan.
In my experience, the individual receiving the 360-degree feedback is often allowed to choose the people who will provide the anonymous feedback. The danger inherent in this approach is the human tendency to choose those with whom we get along the best and will provide the most positive feedback, especially if the 360-degree feedback is done in conjunction with performance appraisals that are attached to salary increases.
My recommendation for companies is to use 360-degree feedback sessions as a knowledge base to help employees develop and improve - and NOT tie it to annual salary increases. Allow them to use the compiled anonymous feedback as input into their development plans.
My recommendation for individual women is if you are allowed to choose the people who will provide the feedback, choose your biggest critics – this is what I do. By choosing my biggest critics, it provides me with the opportunity to obtain knowledge on how these people perceive me, making it more transparent for me to see where I stand with them. I can then use the information to focus on improving my weak areas and on changing their perception of me, if it is needed.
As to the second part of the question, “Does 360-degree feedback really work?” For me, 360-degree feedback has always been incredibly positive because it’s helped me learn things about myself I didn’t always know. The feedback has also helped me adjust certain behaviors in order to positively impact the perception of others. So does 360-degree feedback really work? Try it and find out for yourself! Think of it as a New Year and new tactics to a new you!
You can do it!
Lisa Quast
Career Woman, Inc. - "Your Future, Your Way"
Hi Lisa,
Your readers may be interested in finding out more about about 360 Degree Feedback. I would recommend visiting our website www.tracksurveys.co.uk and downloading some of the documents. We have a range of free guides about both providing and setting up 360 degree feedback within organisations.
Jo
Posted by: 360 Degree Feedback | January 18, 2010 at 02:35 AM