The 360 Degree Zone Of Performance Feedback
Read More Great Management Articles
The 360 Degree Zone Of Performance Feedback
I am an absolute Zealot about the 360 Degree Feedback method of Performance Management. 360 Feedback is not a new tool, but in my experience it is one of the most effective methods of assessing how you perform your responsibilities, and what you need to do to improve.
By: Roy Osing
I am an absolute Zealot about the 360 Degree Feedback method of Performance Management. 360 Feedback is not a new tool, but in my experience it is one of the most effective methods of assessing how you perform your responsibilities, and what you need to do to improve.
By: Roy Osing
And it works for all sizes of business and not-for-profits.
I break Performance Management down into two components:
- Performance Evaluation: the assessment of HOW you do your job: your behaviors and competencies, how others perceive you, your listening, planning, and goal-setting skills and other dimensions such as teamwork, character, and leadership effectiveness.
- Performance Development: determining the things you need to do to improve your performance in the future.
For Performance Evaluation, 360 Feedback provides a view of your performance not only from your boss, but also from your peers and others in the organization that ‘touch’ you on a regular basis.
In my experience your peers provide the most honest appraisal of how you perform your responsibilities; next on the ‘honest scale’ are your colleagues and the least is your boss. Its not that your boss is incompetent, its just that they don’t get to see you every day doing your thing like others do. In addition your boss may be seeing your behavior through rose colored glasses, but your peers aren’t. And they are not shy about giving you the feedback you need to hear.
For Performance Development, 360 Feedback provides a multi-dimensional view of what improvements are needed. Dysfunctional behaviors are identified - with no holds barred - along with specific strengths and other weaknesses that need to be addressed.
To get the most personal payback from 360 Feedback, consider this BE DiFFERENT action plan:
- make your target audience as robust as possible and thank them for helping you.
- In addition to your direct boss, include their colleagues in your feedback list.
- ask all your peers.
- select other key individuals in the organization that are impacted by your work. I always included frontline people in order to see how well I was supporting them.
- ask for feedback every six months.
- communicate your results to your feedback audience. You may find this uncomfortable, but it is an expression of confidence and leadership people will notice and not forget.
- build a Feedback Action Plan to address address your shortfalls and continue to strengthen what you do well.
- communicate your action plan to your feedback audience. Make sure they all know what you intend to do to improve your results.
I break Performance Management down into two components:
- Performance Evaluation: the assessment of HOW you do your job: your behaviors and competencies, how others perceive you, your listening, planning, and goal-setting skills and other dimensions such as teamwork, character, and leadership effectiveness.
- Performance Development: determining the things you need to do to improve your performance in the future.
For Performance Evaluation, 360 Feedback provides a view of your performance not only from your boss, but also from your peers and others in the organization that ‘touch’ you on a regular basis.
In my experience your peers provide the most honest appraisal of how you perform your responsibilities; next on the ‘honest scale’ are your colleagues and the least is your boss. Its not that your boss is incompetent, its just that they don’t get to see you every day doing your thing like others do. In addition your boss may be seeing your behavior through rose colored glasses, but your peers aren’t. And they are not shy about giving you the feedback you need to hear.
For Performance Development, 360 Feedback provides a multi-dimensional view of what improvements are needed. Dysfunctional behaviors are identified - with no holds barred - along with specific strengths and other weaknesses that need to be addressed.
To get the most personal payback from 360 Feedback, consider this BE DiFFERENT action plan:
- make your target audience as robust as possible and thank them for helping you.
- In addition to your direct boss, include their colleagues in your feedback list.
- ask all your peers.
- select other key individuals in the organization that are impacted by your work. I always included frontline people in order to see how well I was supporting them.
- ask for feedback every six months.
- communicate your results to your feedback audience. You may find this uncomfortable, but it is an expression of confidence and leadership people will notice and not forget.
- build a Feedback Action Plan to address address your shortfalls and continue to strengthen what you do well.
- communicate your action plan to your feedback audience. Make sure they all know what you intend to do to improve your results.
Read More Great Management Articles
Roy Osing is a former Senior Executive and Chief Marketing Officer with over 30 years of singular achievement. He is the Author of the groundbreaking new book “BE DiFFERENT or be dead: Your Business Survival Guide”, which presents practical and proven ways for organizations to succeed and survive these unpredictable and unforgiving times. He is a recognized Speaker, Coach, Educator, Business Advisor and is President and CEO of Brilliance for Business, an organization dedicated to enhancing the performance of organizations and people.
Building Your Team
The Small Business Manager's Guide To The Chronic Complainer
Delivering Excellent Service Always - Value Add With Purchase Points
Improve Your Store Performance To Sell More
How To Use High Impact Language And Have More Influence On Others
The Small Business Manager's Guide To The Chronic Complainer
Delivering Excellent Service Always - Value Add With Purchase Points
Improve Your Store Performance To Sell More
How To Use High Impact Language And Have More Influence On Others
Sponsored Links
Sponsored Links
