Would you like to gain some insight into how you are perceived in the workplace?
Would you benefit from feedback from a variety of sources?
If you have answered ‘yes’ to the above questions, you would most likely benefit from 360 Degree Feedback.
What is 360 Degree Feedback?
It enables you to gain feedback on your professional performance from a selection your colleagues. It provides valuable insight into how you are perceived from a range of perspectives, which can ultimately help you to build on your strengths and identify your development areas.
It is particularly useful in increasing self awareness and provides more detailed feedback about you are viewed than the more traditional manager led appraisal.
What does 360 Degree Feedback involve?
Feedback is gained, via a questionnaire, from a number of individuals who have contact with you at work. They might answer questions on your behaviours, competencies and development areas. These individuals can include colleagues, direct reports, more senior staff and your direct manager. In addition, you may choose to seek feedback from external contacts such as customers and suppliers. The process works best if you seek feedback from a range of colleagues, usually seven or more.
You will also fill out a questionnaire, so that you can assess your performance and compare these opinions with the participants. This can be particularly useful in highlighting how often the perception you have of yourself differs from that of those who work with you.
Is it confidential?
Your colleagues’ feedback into the questionnaire is entirely confidential. Results are collected via email and compiled into an anonymous report, which is then analysed to highlight key trends. This analysis forms the basis of the feedback discussion.
What happens in a feedback discussion?
Once all of the questionnaires have been received and the results compiled, you will meet with your facilitator to discuss the report in detail. Although the facilitator will make notes beforehand, the discussion will be led by your own reactions to the feedback you receive. The discussion usually takes 2 hours, and the last half hour will be spent reviewing key actions for your professional development in response to the key points raised.
At the end of the discussion, you take away a copy of the report, along with the facilitators’ notes.
What are the benefits of undertaking 360 Degree Feedback?
What are the benefits to your organisation?
If you would like to book a 360 Degree Feedback appointment, speak to your manager in the first instance to see if your organisation would consider supporting you with this.