Most of the organizations are realizing the importance of feedback in their working space. They have realised that they can grow only if they would get to know about where they lack and what has to be done for the growth. When it comes to feedback, it is not just about the organization but about the individuals too working on different designations in the organizations.
There are different methods like 360 degree feedback that help the organizations in getting the feedbacks about the entire organization or employees. It is a concept related to development that is based on getting feedback from diverse types of sources. As feedback is fetched from a variety of standpoints, it is even known as multi-rating feedback or assessment.
The respondents can be people like:
- customers, suppliers, clients, venders, etc.
- subordinates and juniors
- team heads, supervisors or managers
- colleagues, peers
- human resource department
The people do share about the calibre, performance and attitude of the individual. For example, if you are taking feedback about a manager, all the people involved as a respondent share their ideas and viewpoints about the person in a secret manner. It means nobody gets to know who wrote what about the professional. In this way, there remains frankness and absence of fear. Professionals get accessed in the most appropriate manner. The subordinates and colleagues keep their views without any fear because whatever they share is not told to anybody.
The attributes of 360 feedbacks
There are different attributes of this system and a few of them are as under:
– Foremost one can be assessment. It is the survey tool that is used wherein Respondents provides feedback regarding a specific leader on the basis of valuation. Next is the area of feedback. Direct reports are gathered from the feedback catered by the respondents. It should include a session for leaders to assess the information with the manager, their supervisor and a mentor.
– A training program is also involved in this procedure. A long term program is implemented so as to enhance your leaders. Such training is to clear the weaknesses and focus on the strengths that are revealed through the assessment.
The concept of feedback is in the air and more and more companies are using it. The idea is to know about the overall development of the organization and take the needed precautions and steps.
This concept of feedback is really effective and game changing for people because they turn out to be more aware. When other people give a feedback, an individual gets a full view of themselves. Such an opinion is less prone to getting one-sided and incomplete. Mostly, as people from different zones do give the feedback, there are slightest chances of partiality.
Whether manager, team head, colleague or any other professional working in the organization, they get to know about what they lack at and what their strong points are. When they get to know that they are praised for their specific tasks, they get motivated to do even better. Their morale goes high and similarly, when they hear that they lack somewhere, certainly it pains but if they are really determined, they take it as a challenge and improve their shallow parts. In this way, there remains awareness of what they are and where they are heading to. Of course, what is the point if you are doing a task and you have no clue how good or not good you are? When you have a feedback system installed in your business, you get the best clarity about your performance. Since the feedback given by the people isanonymous, there does not arise any type of conflicts too.
A 360 feedback is a powerful tool for showcasing strengths and weaknesses of leaders. Conventionally, the employees used to get feedback from just their manager that used to generate a one-dimensional viewpoint. But in the realm of this concept of feedback, since various sources of feedback are engaged, the feedback is multi-dimensional. A main aim of 360 feedbacks is for the blind spots to be exposed in a professional way. Once the weak areas are exposed, professionals can work on their weaknesses.
Similarly, to expose the unknown strengths can also turn out to be really advantageous to both the leader and the business. The crux of the matter is that a head or leader is ignorant of their hidden assets and they need to be brought to light in a determinative manner. When the strengths of an individual come to light, they become even more passionate about their work. Certainly, if you are a manager and you have no clue how good you are at something and someone tells you that you do something really amazingly, that would be great news for you right?
When people know that they have got a good feedback, they become more confident about their ways and manners. Their confidence reflects in their actions and they end up with the best outcomes. Of course, confidence is a thing that cannot be fetched easily. Once your employees gain confidence and their morale goes high because of the good feedback, it all end up in the best outcomes of the organizations.
The point is that today nobody praises anyone. Feedback is a good thing to bring that positivity in the working space. Being the supervisor or head of departments, you can make sure that the feedback helps the departments to grow and the organization to touch new heights.
When the authorities, department heads and supervisors get to know about the feedback about their department or their subordinates, they can make their strategies accordingly. The point is, once they know what is not liked by the audience, clients or other people; they can look for a solution. Feedback is a good way to know about the pockets of your organizations where you lack and then work on them in the best interest.
Thus, the point is to be judicious about the procedures, actions, decisions and methods you use in your organization. The concept of 360 Feedback is worth having if you really want to grow in a realistic manner.
October 9, 2018