Why is 360 Feedback an effective approach?
The aim of this more rounded approach is to give an employee a broader understanding of what they do well plus opportunities for improvement. This ultimately helps make performance management a more effective, more objective and fairer process.
360 reviews provide superior information about an individual’s skills, performance and working relationships with others compared to the more usual appraisal formats that are normally based on a line manager’s assessment.
Manager feedback certainly has a use in understanding areas of improvement in order to progress further in a role and perhaps push for promotion, but to truly develop, having all-round feedback appraisal from others is essential.
In large organisations, managers may not fully understand the contribution of each of the people they manage, so obtaining a wider range of information can form a more accurate picture of performance.
Receiving feedback from subordinates can help to motivate that individual to address areas of weakness in terms of mentoring, training and providing support to lower-level employees.
Knowing how well they are doing with regards to customers and suppliers can help with their customer service skills.
Getting a broader overview of how other colleagues and peers perceive how an individual is performing can also help in terms of sharing ideas that work well for others.
Great leaders and managers embrace continuous feedback and development.