360 degree feedback survey’s are a great way for managers to solicit feedback from their boss, direct reports and colleagues. The purpose of a 360 degree feedback survey is to help managers learn more about their perceived strengths and weakenesses and ultimately to identify opportunities to be more effective.
For The Business, 360 degree feedback surveys offer a glimpse into the mindset of the field salesforce, and how they percieve their managers overall effectiveness. The process can be an eye opener and the unknown is likely the reason that most organizations avoid doing annual 360’s.
If you find yourself in or leading a 360 make sure you choose people who you believe will provide honest, useful feedback. Choosing your best bud in accounting, because you know he’ll give you great feedback, will not help your development. The idea here is to get a good sample of constructive feedback so take yourself out of your comfort zone and include people that may not provide glowing reviews. Choose people that you interact and collaberate with regularily, even if there has been tension between you in the past.
Point to consider on 360 Degree Feedbcak Reviews:
Its focus is on professional development
Feedback is anonymous, except from boss
It measures perceptions, but not necessarily trut
It should be comprehensive and specific
It gives the manager responsibility for their own development
When Choosing Respondents:
Choose people that you have worked with for at least three, preferably six months
Make sure everyone is aware that their feedback will be anonymous and will not be held against them!
The larger the sample the better; choose a minimum of 6 respondents from your colleagues and all your direct reports should participate.
360 degree feedback, presented properly, is a great way to solicit confidential feedback from the field. Great managers will respect the results and work to address open issues.
