360-Degree Feedback

Many employees want feedback to understand how they’re doing in comparison to expectations and how to improve. However, while many employees want feedback, it may not come as frequently as they’d like. Often, the only input they receive is at their annual review from a manager. Recognition and constructive criticism are essential for leadership growth, and receiving feedback from a variety of sources throughout the year can make employees feel more successful and respected. This is where 360-degree feedback arrives. If your organization doesn’t use peer-to-peer feedback, 360-degree feedback can help your employees change how they relate to and engage with one another (Wooll, 2021).

What is 360-degree feedback? 360-degree feedback is a strategy and instrument that allows each employee to receive performance evaluations from four to eight peers, reporting staff members, coworkers, and consumers. Each individual responds differently to most 360-degree feedback tools in a self-assessment. The feedback reveals the abilities and behaviors that are needed in the organization to achieve the mission, vision, and goals, as well as embody the values. The feedback has made an indelible impression on the behaviors required to exceed consumer expectations (Heathfield, 2021). The purpose of 360-degree feedback is to give employees more varied feedback when they need it most.

360-degree feedback-: advantages and disadvantages 1. Individuals gain a more comprehensive understanding of how others see them than was previously possible. 2. Increased understanding of the importance of competencies. 3. Senior management is more aware that they, too, have development needs. 4. Providing more reliable performance feedback to senior managers. 5. Obtaining acceptance of the concept of multiple stakeholders as a performance indicator. However, there may be issues. These are some of them: 1. People who do not provide frank or honest feedback. 2. Putting people under duress, whether they are getting or offering comments. 3. A lack of action in response to feedback.

4. Inaction in response to feedback. 5. A reliance on technology that is excessive. All of these can be minimized, if not totally prevented, with careful design, communication, training, and follow-up (Armstrong, 2006). Conclusion In a teamwork environment, 360-degree feedback can help to develop self-awareness and transparency in communications by fostering trust, sharing, and increased clarity about desired goals and behaviors. Effectively implementing a proper 360-degree feedback procedure is not something to be handled lightly. References Armstrong, M., 2006. Human Resource Management Practice. 10 ed. s.l.:British Library Cataloguing in Publication Data.

Heathfield, S. M., 2021. 360 Degree Feedback: See the Good, the bad and the Ugly. [Online] Available at: http://www.thebalancecareers.com

Wooll, M., 2021. 360 degree feedback: definition, benefits, and examples. [Online] Available at: http://www.betterup.com