Performance and providing feedback has been recognized as important steps to ensure individual, team and organizational success and fulfillment. The search for objective, constructive sources of feedback has led to the popularity of 360 assessment tools, which over the recent past, have become digital and customizable. 360 assessment tools are now being increasingly introduced by HR teams across a diverse array of industries.
In our blog this week, we showcase handpicked articles that explore why feedback is important, and how to make the most of 360 assessments and feedback in your organization.
Jim Yong Kim, President, The World Bank
Research into best practice continues to find 360 assessments a valuable way to understand your performance as a leader. Getting feedback from managers, peers, direct reports and others is much like switching from a paper map to a GPS instrument. Both show you where you want to go, but the GPS device also shows where you are currently standing in relationship to the ultimate goal. This is critical data in determining the quickest and best path to
you want to go.
Research shows that 360 feedback is most likely to bring about behavior change across a whole organization, when the process is facilitated to open up the conversation in a manner conducive to team receptivity.
To ensure a successful 360 feedback process, it's important to prepare your employees for what’s to come. Clearly communication of the objectives increases engagement, leads to better feedback, and generates a greater willingness to change based on the outcomes. Here are five important steps that will prepare your employees for their next 360-degree review.
