 It is difficult to improve performance without feedback about what's working, and what's not.
360-degree
feedback, a formal, structured process for soliciting feedback from
coworkers, has grown in popularity. Done right, 360-degree feedback provides
valuable insights that individuals typically cannot gain on their own. Not
long ago, however, critics were calling 360-degree feedback a "performance-reviewing
fad."
Today,
some estimates suggest 90% of US employers rely on 360 evaluations -though
not all successfully. Let's start with why 360 feedback works and when it
fails.
Why
360-Degree Feedback Works
Unfortunately,
our own perceptions of ourselves are rarely accurate or predictive. Leaders
need feedback from those around them (typically their boss, peers, direct
reports, and others in the organization) if they want to gain an accurate
picture of their strengths and weaknesses.
Employers
typically rely on 360-degree feedback to diagnose a variety of organizational
issues, including turnover, productivity dips, lackluster morale, and
stagnant growth. The idea behind 360-degree feedback is to collect feedback
from different points of view including colleagues, supervisors,
subordinates, partners, and clients.
Done
right, 360-degree feedback allows a person to get something that is often
difficult to acquire - increased self-knowledge about how their behavior is
viewed by those around them. This helps to shed a constructive light on key
strengths, relevant weaknesses and potential blind spots. The process itself
can help improve trust, communication, team development, career development,
performance management, and self-awareness - a critical component to
effective leadership and team work.
When
360-Degree Feedback Fails
For
those of us with experience in 360-degree feedback, we have painfully learned
that if 360-degree feedback isn't carefully executed and followed up on, it
can do more harm than good to individuals, teams and those charged with
administering and coaching to the feedback.
Done
wrong, 360-degree feedback can create problems when people are:
8 Reasons
Leaders Need 360 Feedback
Done
right, however, 360-degree feedback offers powerful advantages to leaders
looking to raise their level of performance.
|
Voice of
the Customer
"I
continue to be impressed by the level of leadership expertise and the quality
of advice that LSA has to offer. What a smart and client-centric group of great
people who really know how to help assess and develop high performing
leaders."
Tracy
Esposito | Director | ZyngaAbout LSA Global
Founded in 1995, LSA Global is a leading performance consulting and training firm that helps high growth technology, services, and life-science companies create a competitive advantage by powerfully aligning their culture and talent with their strategy. Learn more about getting aligned
