What is 360-Degree Feedback? And a 4-step Process.
The idea and practice of 360-degree feedback has been through rises and falls since it first appeared in the 1950s. And it really took off in the 1990s. But it is as important today as it’s ever been. So, let’s examine 360-degree feedback from a number of angles.
Watching this video is worth 4 Management Courses CPD Points*.
🔎 See below for details
This video is part of course module number 3.8.3
Program 3: Managing & Leading Individuals
Course 8: Feedback
Section 3: Receiving Feedback
Other videos in this section include:
🎬 How to Ask for Performance Feedback https://youtu.be/ihShcUlep2Y
🎬 How to Receive Performance Feedback https://youtu.be/MkE90_b0VAw
🎬 Acting on Performance Feedback https://youtu.be/mVXzYxN1rxE
🎬 What is 360-degree Feedback?
360-degree feedback is a method for conducting a performance appraisal. It gathers feedback from a range of people. It:
• Provides managers and supervisors with evidence for your capabilities, attitudes, and performance.
• Helps meet your developmental needs, by giving you information on how other people perceive you.
There are processes for:
• Gathering the information – usually some form of standard survey
• Collating and analyzing the information
• Presenting the findings back to you and your line manager or supervisor
Four Steps to 360 Degree Feedback
1. Select a group of people to offer feedback.
2. The reviewers complete a questionnaire
3. The software produces a report
4. Appraiser and Performer meet to discuss the findings
As you’d expect, each reviewer has the potential for a more or less accurate assessment of the performer. Inaccuracies can arise due to:
– Lack of clarity around the performance standards that the organization expects, and how to assess them
– Lack of accuracy in applying the competency standards framework
– Selective observation
– Biased assessment – unconscious
– Biased assessment – conscious
You need a structure to carry out formal 360-degree feedback at work. However, if you don’t have it, there is nothing to stop you from asking people for their feedback on you.
1. Identify 3 to 8 people you can ask for feedback. These should be a mixture of people who know your work in different contexts (1 MC CPD Point)
2. Speak individually with each person. Ask them if they would prefer to give you written feedback, or offer you feedback in person. Then agree on a timescale with each. (2 MC CPD Points)
3. Gather your feedback and review it carefully. What does it tell you? What can you learn? (3 MC CPD Points)
4. Discuss this feedback with a coach, mentor, or another source of trusted counsel (2 MC CPD Points)
🧰 CPD Tools – https://gum.co/MC-CPD
🧳 Management Courses Onboarding Kit – https://gum.co/MC-ObK ($3)
📖 Feedback (and Other Dirty Words): Why We Fear It, How to Fix It https://geni.us/Pg4gk
📖 Thanks for the Feedback: The Science and Art of Receiving Feedback Well https://geni.us/OtdDnSy
📖 HBR Guide to Delivering Effective Feedback https://geni.us/h0cN
📖 Feedback Pocketbook https://geni.us/D8Ar
📖 Feedback Toolkit: 16 Tools for Better Communication in the Workplace https://geni.us/x8TGT4
⭕️ Links to our book recommendations are affiliated through Amazon
Managers Need a Basic set of kit to do your job well. Here are my top recommendations: https://kit.co/MikeClayton/manager-s-work-kit (the links are affiliated)
MANAGEMENT COURSES CONTINUING PROFESSIONAL DEVELOPMENT (CPD) POINTS
You can record your Management Courses CPD points on our free, downloadable CPD record log.
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Each video has two levels of MC CPD points. For this video:
– If you simply watched the video, record 4 MC CPD points
– If you also carried out all of the recommended exercises, score a total of 12 MC CPD points
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