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Our musings on making 360 degree feedback fantastic
In this paper we are looking at the most common views on 360° Best Practice according to research and those in the industry, and we ask “Is Best Practice really best?”. ΙThe aim of 360° feedback is to increase an individual’s self-awareness by providing them with feedback from a broad range of raters so that they gain a fully rounded understanding of their strengths and development needs. This insight then allows an individual to understand how to change in ways that help them become more effective at work. During a 360° feedback process, a cross…
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In this paper we are looking at the most common views on 360° Best Practice according to research and those in the industry, and we ask “Is Best Practice really best?”.
ΙThe aim of 360° feedback is to increase an individual’s self-awareness by providing them with feedback from a broad range of raters so that they gain a fully rounded understanding of their strengths and development needs. This insight then allows an individual to understand how to change in ways that help them become more effective at work.
During a 360° feedback process, a cross section of raters (feedback providers) provide work related performance feedback to the focus ie subject (feedback recipient). Raters can include supervisors, direct reports, peers and others, and they must all know the subject well in a work-related context. Feedback from raters is often compared with a self-assessment thus giving a complete rounded perspective.
All obtained data is then presented to the individual as a report. There is often a feedback session in which various aspects are discussed such as work-related behaviours, skills, attributes, characteristics, relationships, competencies, strengths, and points for personal development.
360° feedback can be used for many purposes including: as part of assessment and development centres, employee surveys, performance appraisals, coaching and counselling, career development interventions or as a one off intervention. Most 360° feedback processes follow a consistent pattern:
Most guidelines regarding 360° Best Practice are consistent – whether provided by the British Psychological Society, the Chartered Institute of Personnel Development or a 360° supplier such as SHL. We at Talent Innovations want to explore the following:
What really works when it comes to 360°?
When should Best Practice be followed to the letter?
When is it actually best to do the exact opposite of what is ‘recommended’?
Posted:
2nd October 2018
Posted:
10th April 2018
Posted:
10th April 2018
Posted:
10th April 2018
Posted:
10th April 2018
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