Additional
360° InformationPeople need feedback
To reach optimal performance people need
feedback - honest feedback - on how they are doing. 360 Degree assessment tools
gather and report performance feedback from many sources. It is, therefore, most
effective in coaching and mentoring. It is also the most effective method
available for giving people information about different areas of their
performance that are hard to measure.
Similarly, organizations can lose their
edge if they do not consciously seek feedback from their employees on how they
are doing. Top performing companies vigorously seek this information and act on
it.
The NSight 360 is the best system we have found for getting the information needed for professional development and organizational planning. NS360 is affordable, flexible and user friendly, - a practical way to give feedback to anyone in the organization.
what
is 360 degree feedback?
360
degree feedback is a tool that gives individuals a clear view of their
performance at work. Opinions are gathered from the person being assessed,
people that work for them, their peers and their manager. All views are grouped
together to form the full picture. In most cases opinions are expressed by the
completion of a questionnaire covering different aspects of expected performance
factors.
Typical
benefits include:-
a
more balanced view of individual performance.
Feedback
from only one source can be dismissed as being only one person's opinion. If a
number of people say the same thing then it is harder to ignore it. Equally a
personal opinion from one person can be balanced out by the overall view of
others using the 360 approach.
Often differences of opinion about the performance of a person are caused by
different expectations on the part of those rating them. The 360approach
provides a basis for identifying and discussing these different expectations.
it
is more likely to cause behavior change.
Evidence
from a number of different assessors is reliable evidence and is difficult to
ignore. When faced with the evidence most people resolve to make changes to the
way that they work. The level of detail enables them to do so reliably.
Subsequent feedback can tell them how they are doing. The evidence will also
identify strengths that can be built on as a means of improving performance even
further.
it
reveals unique information not captured by other methods.
On
an individual level 360 degree feedback methods overcome blockages to feedback
from a number of sources. Examples of such blockages include a reluctance of the
team to give negative feedback to a team leader, also there is often a lack of
positive feedback from the manager to team members. These barriers are all
easily overcome through 360 degree feedback. If peers and customers are used
then feedback is received from people that normally do not give it.
for
top-level managers it is often their only source of reliable feedback.
Top-level
managers often do not receive any feedback on their day-to-day behavioral
skills: there simply isn't anyone to give it. The only way a top-level manager
can get feedback is to encourage team members or peers to give it. The methods
of 360 degree feedback are an ideal way to do this.
it
increases understanding of how people are expected to perform.
A
common reason that people do not perform in the most effective way is that
either they don't know what to do to be more effective, or they fail to
appreciate the effect that things that they do have on others. The 360 degree
feedback is an ideal way to help them understand.
it
helps managers understand team members' skills, particularly in flat or rapidly
changing organization structures.
With
a large number of direct reports a manager cannot spend time looking at the
day-to-day activities of their team. In fast changing organizations the team
leader may not have managed team members for very long. The 360 degree feedback
process gathers information on individuals from all those that have seen how
they perform. A new or very busy manager can use this information to get to know
their team a lot faster.
a
powerful lead in to self directed learning and development.
When
faced with overwhelming evidence of a competence that needs to be developed
there is only one question for most people, "how can I do something about
it?" Often deep routed and long-standing problems are confronted in this
way. The self-directed learning and development that then happens is based on
real need rather than only an individual's self-perception.
it
brings a competency framework to life.
However
much time and money you spend developing a competency framework that precisely
defines the way you want people to work, it can easily become a dusty manual on
a shelf. A 360 feedback process using questionnaires directly linked to the
framework gives the competencies real meaning. They are made directly relevant
to people's day-to-day work.
provides
organization-wide insights.
The
data from 360 degree feedback on individuals can be gathered together to give a
range of cross group or organization insights. The competency strengths and
development needs of all, or part of, the organization can be assessed. This
technique can also be used to check the relevance and suitability of the
original competency framework.
360 degree feedback is a powerful tool for change for both individuals and
organizations as a whole. The clearest result is that individuals, faced with
overwhelming and indisputable evidence, genuinely rethink attitudes and habits
that have become ingrained over the years. Changing the individual performance
of a number of people in a coordinated way then leads to changing the
performance of the organization as a whole.
Additional
360° Information