Are you the type that dreads the one-on-one sessions with the Boss? Or being overlooked even though you are an overachiever?

Not a lot of people are charmed by the idea of having to undergo a 360 Degree Evaluation. Though this may just be caused by our subconscious minds simply overthinking. The purpose of a 360 in no way is to belittle or intimidate anyone, but rather to offer confidential and constructive feedback. The idea is to have your co-workers offer feedback from all positions that will aid you in your personal professional development.

There are many benefits to be reaped from a 360-degree feedback survey from an individual perspective as well as for the organisation.

Individual Benefits:

Increases Awareness: 360-degree feedback can help an individual become more aware of their strengths and weaknesses. It acts as a reference point to identify areas that need development.

Promotes Communication: 360-degree feedback encourages the workspace to establish open communication lines by allowing co-workers to voice their views on an individual’s performance.

Creates Accountability: 360-degree feedback creates a working system in which every employee will have to take accountability for their work ethic, relationships and behaviour.

Multiple Opinions: The great thing about a 360-feedback survey is it compliments one on one sessions were usually the most authoritative opinion in the room counts. With 360-degree feedback, opinions can be anonymous allowing for the opinions to be completely honest thus promoting transparency.

Amplifies issues: With a 360-degree feedback, an individual will have a greater sense of what they are doing well and what they are struggling with. This is normally amplified because the feedback is coming from multiple diverse sources.

Organisation Benefits:

Qualitative and Quantitative feedback: This could be recognised as a privilege that most organisation would deny. Getting feedback from multiple sources that represent different angles provides the organisation with a holistic view thus allowing for a holistic approach to be implemented.

Development: The organisation will develop for multiple reasons such as improved communication, accountability, self-awareness and a system that functions on the principle of analysing a problem as a team.

Strategy and Implementation: The organisation can then reflect and strategize how to approach the areas of weakness or individuals that are affecting the workforce structure.

Working Relationships: In the workplace, often only the boss’s opinion counts, but they rarely ever interact with all employees. Therefore, this system allows the organisation to see things through the eyes of multiple individuals allowing for a more broadened conclusion.

Accurate Review: If someone always takes the initiative to go above and beyond to do their job then it will be reflected in the survey and if someone has improved this will also be reflected. These developments could often go unnoticed by an organisation.

Therefore, the use of a 360 Survey is crucial and beneficial in any aspect that you should choose to look at it from. Many people do have their individual views regarding the use of a 360 system and those opinions should be discussed.

So, I ask you what do you think of a 360 survey? Would you recommend it?

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