Everyone should have an idea of how the data collected from 360 feedback can be leveraged to better employee performance.
If you’re a supporter of peer or cross-departmental feedback, chances are you’re already using if not considering 360 feedback.
Because it’s such an effective way to drive peer coaching and better employee performance, there are existing resources to help you build out 360 feedback questions fit for your team.
But one glaring challenge still remains.
What do you do with the 360 feedback data after you’ve collected it? How can you leverage this feedback to improve your performance?
Here are 3 ways you can better leverage your 360 feedback results.
Look for consistency in feedback received.
In 360 feedback data, HR and managers can take advantage of the multiple sources that it comes from to create a more holistic view of individual employee performance.
Look for the competencies and weaknesses that are consistently mentioned for unbiased confirmation.
Patterns in feedback data that show more than one peer or manager believes specific observations to be true can be valuable when it comes time for performance reviews. This will help managers identify ahead of time how to leverage strengths and maneuver employees in their teams.
Be open to feedback you were not expecting!
It’s easy for managers to focus on what you’re already looking for, but keep in mind that a bene t of 360 feedback is compiling data from other stakeholders other than yourself that interacts with individual employees.
If you only take into account the feedback that you feel match your observations of employee performance, it may not be as beneficial to employee growth. Keep an open mind to potential strengths and weaknesses you were previously unable to identify regarding various employees.
Focus on your own feedback and avoid company with peers.
When it comes to performance review data, HR and managers alike want to know how employees rank and compare to their peers in the company. However, remember the purpose of 360 feedback is inherently for employee growth and not a comparison.
That means it’s not meant to be used for comparison with anyone other than the individual themselves. The takeaway of the 360 feedback results should be used as ongoing data to provide better guidance to improve employee performance.
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