Handbook of Strategic 360 Feedback
A thorough guide on implementing, interpreting, and improving 360 feedback strategies.
Summary of 5 Key Points
Key Points
- Understanding 360 Feedback
- Implementation of 360 Feedback
- Interpretation of Feedback Results
- Action Planning and Follow-up
- Evaluation and Continuous Improvement
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Understanding 360 Feedback
360-degree feedback is a process through which feedback from an employee’s subordinates, colleagues, and supervisor(s), as well as a self-evaluation by the employee themselves, is gathered. This feedback process contrasts with traditional performance reviews, which are typically top-down, wherein only the employee’s manager provides the assessment. By incorporating a diverse range of perspectives, 360 feedback aims to provide a more accurate, comprehensive, and balanced view of an employee’s performance and behavior in the workplace…Read&Listen More
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Implementation of 360 Feedback
Implementation of 360 Feedback involves a systematic process starting with a clear understanding of its purpose. It is critical to determine whether the feedback is for development, evaluation, or a combination of both. For developmental purposes, the focus is on identifying strengths and areas for improvement, and for evaluative purposes, it may tie into performance appraisals or career progression decisions. The clarity of purpose sets the stage for the remaining steps and ensures that the process aligns with organizational goals and culture…Read&Listen More
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Interpretation of Feedback Results
The interpretation of feedback results is a process involving a deep dive into the data gathered from various respondents. It is a crucial step as it helps the recipient understand their performance from multiple perspectives. This approach goes beyond simply reading the numbers; it involves understanding patterns, identifying discrepancies, and evaluating the differences in perception among different raters. It also includes acknowledging the strengths and areas for improvement, as well as gaining insights into possible blind spots. The interpretation of results is not a standalone activity; rather, it is a step towards a more comprehensive self-development plan…Read&Listen More
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Action Planning and Follow-up
Action Planning, as discussed in the book, is a crucial step in any feedback process. It has been depicted as a strategic tool for facilitating individuals to leverage feedback to improve their performance and development. The process begins with the individuals interpreting their feedback results and identifying their strengths and areas of improvement. Through self-reflection and perhaps discussions with a feedback coach or manager, the individuals then set specific, measurable, attainable, relevant, and time-bound (SMART) goals for improvement…Read&Listen More
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Evaluation and Continuous Improvement
The perspective of ‘Evaluation and Continuous Improvement’ emphasizes the importance of treating 360-degree feedback as an ongoing process rather than a one-time event. This approach advocates for a systematic evaluation of the feedback process itself, not just the performance of the individuals being assessed. The process includes collecting data on the effectiveness of the feedback system, analyzing that data for insights, and then using those insights to refine and improve the feedback system over time…Read&Listen More