360 Degree Feedback: An Alternative Approach?
360 degree feedback is an approach that has been catching on recently in the field of human resources. The process involves going around employees; asking their supervisors, direct subordinates, peers and clients about their performance. Many experts and professionals believe that switching to a 360 degree feedback system can improve teamwork, facilitate better communication and boost productivity.
The traditional top - down feedback system has gradually given way to this more accurate approach that encompasses all areas of an employee’s performance and behavior. However, implementing this technique without a clear plan and active monitoring can make it a negative for your organization.
Switching from a traditional top-down feedback system is no easy task. The most difficult change is enlightening managers about its effectiveness and ensuring their commitment.
Advantages of 360 degree feedback
- Feedback that comes from a variety of sources gives a better picture of an individual’s performance development needs.
- Overall company performance will improve when employees' goals and areas of improvement are more accurately identified from a wider perspective.
- Multi-source feedback pays off as decision-making authority is pushed lower and lower in the organization.
How effective is 360 degree feedback?
IT has been found that 360 degree feedback can be counter-productive in some situations. In some companies the managers loathe the practice and resist cooperating. For some managers meeting with their subordinates and discussing what the boss needed to improve was too alien and frightening a concept. For others, there was insufficient training in how to use the process.
Other managers thought that the whole process was ineffective since peer review only meant that results would vary according to your social relations with your peers rather than being based upon work-related performance.
All of these concerns raise the question of whether 360 feedback should be part of the compensation equation. However the question seems to be rhetorical since once you've included it in the review then of course it will be related.
Steps to creating the feedback system
- The first task is to design a feedback instrument that captures the most beneficial data. One way to do this is to develop a questionnaire with key values and skills. Then a focus group of different levels of employees and groups meets to test these values out.
- The second and third steps are to find out who interacts with the managers, and collect the data. One approach is to ask managers which subordinates they interact with. After you collect the data, strip the names of the respondents off and share the results with the individual managers.
Making the most of 360 degree feedback
If you believe that 360 degree feedback is suitable for your organization, then keep the following tips in mind when creating the feedback system:
- Think through how you are going to develop the process. What do you want to accomplish?
- Convince key players of the process. If they help you develop the program and are convinced of its benefits, they'll be part of it.
- Train everyone on the process - from top managers to subordinates. Explain how it is going to help, and develop key skills that will increase the effectiveness of the system.
- Constantly review how the program is going and make the necessary adjustment according to the specifics of your organization.
Sources:
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