Over a considerable
length of time now, the 360 degree feedback has being in used by some
organization. It got to the height of management practice when it appeared in Dilbert
cartoons and “The Office” episodes. For those who haven’t experience the
process, this is how it operates. You receive feedback on your strengths and
weaknesses from your boss, your direct reports and from your peers. This
feedback is gotten from everyone around you who is well acquainted with you; as
such you are hearing it from 360 degree around you.
The method of 360 degree
feedback provides each employee to receive feedback from all angles including
customers. Each individual too in a self assessment receive the 360 degree
tools as well. It allows each individual to understand how his effectiveness as
well as that of other employees, co-workers, or staff member is viewed by
others. 360 degree feedback processes that provide feedback based on visible behaviors
that other employees can see, are the most effective.
If you think of making
people happy or making them sad, or if you think of creating a riot in your
organization that rivals in ferocity any change you have ever introduced, then
applied the 360 degree feedback in your organization. This is to portray the
benefits and dangers found in implementing the 360 degree feedback. The credit
that goes to 360 degree feedback once well carried out, gives your team members
the opportunity to improve in key areas that might be limiting their upward career
path or actually causing major conflict within a team. When it is poorly done,
the dangers that accompany it are enormous beginning with anger, conflict and
can even leave a team with low Morales than when the exercise all started. A
haphazard implemented 360 degree feedback may cause a disaster from which it
may take months and probably years to recover.
When done with care and
training, 360 degree feedback will give a positive feedback to your performance
management system. Employees will serve customers better and easily acquire
their own career development.
The skills and behaviors
that an organization desired in order to accomplish its mission, vision and
goals and live the values are provided by this feedback of 360 degree. The feedback
is firmly planted in behaviors needed to exceed customer expectations.
Various approaches exist
that organizations used with the 360 degree feedback. It is a developmental
tool for some organizations that employees are required to use to develop more
their personal and interpersonal skills. Multirater or peer feedback is another
approach use by other organizations. This feedback is one component in their
appraisal process of performance.
My one advice concerning
360 degree feedback is that organizations have to develop a performance
management system first before putting it into place. This is so because once
an organization become more acquainted and comfortable with the general
performance management system, an introduction of the 360 degree feedback will
adequately fit easily into the system.
History and tradition
tell us that the 360 degree was a tool used to give feedback to executives and
managers. But this idea has changed. In today’s business world, the 360 degree
feedback has great significance in the team orientated organizational
atmosphere.
No comments:
Post a Comment