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7 Tips for a Positive 360 Feedback Experience
| Guest post by: Ben Nash |
Article Overview: Many organizations conduct 360 assessments with their employees, but how the process is handled can determine whether employees see the exercise as a gift for their personal development or a huge waste of time. The value of the 360 feedback process is that it involves employees in their own development planning. Often times our main source of on-the-job feedback comes from our direct supervisor. Because 360 degree feedback collects information from not only supervisors, but direct reports, peers and cross-functional partners, it can provide a clearer picture of the opportunities employees have to improve professionally.
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7 Tips for a Positive 360 Feedback Experience
Many organizations conduct 360 assessments with their employees, but
how the process is handled can determine whether employees see the
exercise as a gift for their personal development or a huge waste of
time. The value of the 360 feedback process is that it involves
employees in their own development planning. Often times our main source
of on-the-job feedback comes from our direct supervisor. Because 360
degree feedback collects information from not only supervisors, but
direct reports, peers and cross-functional partners, it can provide a
clearer picture of the opportunities employees have to improve
professionally.
If you are administering a 360 process for your organization, here
are a few tips to help make it a positive experience for employees:
- Encourage employees to select a balanced set of raters who will provide honest and constructive feedback based on personal experiences with the employee
- Inform the raters that the purpose of the process is for personal development purposes and not for performance evaluation. Research shows that if raters think that salary or promotion decisions will be linked to the feedback they give, then their feedback is liable to be overly positive
- Be careful about cross cultural issues. In some Asian and Hispanic cultures, providing feedback, particularly to a superior, is pretty much taboo. This impacts both raters and the person being rated
- Reassure raters that their feedback will be anonymous (the only exception being the manager)
- Always try and have a coach available to discuss the feedback results – sometimes it can be difficult for the participant to interpret the results by themselves
- If you are doing a batch of 360s at the same time, think about the raters who might have to evaluate multiple people. This can result in “rater fatigue”
- Always link the results of the 360 assessments to the employees development plan which should be discussed with their supervisor
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Article Tags: 360 degree feedback, human resources blog, organizational development, personal development
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About the Author: Ben Nash RSS for Ben's articles - Visit Ben's website Ben Nash is the editor-in-chief of DailyHRTips.com. He is the founder and chief developer of the blog, providing tech/design support as well as tips and book reviews. Ben has held many interesting jobs in his professional career, including: barista, landscaper, public policy intern, barista (again), professional horse wrangler, ski lift attendant (aka "liftie"), political science teaching assistant, marketing and sales assistant, and an ecommerce/web developer. He also doubles as the Creative Director at Aspen Organization Development Consulting. Ben has interacted with many people, in many different organizations and offers some interesting insight on the human resources game. You can read his blog at http://www.DailyHRTips.com and visit his website at http://www.AspenOD.com. Click here to visit Ben's website   Check out ONet A great Free HR Online Resource Always Look on the Bright Side of Life but remember the dark side of personality 7 Tips for a Positive 360 Feedback Experience Would you get A Tattoo of the General Motors Logo A Message for Instructional Designers Learning Styles Are Important |
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