The 360-degree feedback is the most accurate and clean the market that exists today for professional development of middle managers and executives, when used with rigor.
Although the 360-degree feedback is a tool used by a large majority of companies in the Fortune 500 and Ibex 35, there are still many who doubt its effectiveness.
The 360 degree feedback is a method of evaluation that incorporates the vision of the worker, of their commanders or superiors, of employees and their peers and sometimes customers, based on skills and abilities that the company seeks.
When polls anonymous, have a very high credibility factor, as it is very difficult for a partner share your opinion to your manager in an open and totally honest. But here usually happens one of the most common errors is that the person chooses to reviewers analyzed with which along better for you to evaluate, giving a distorted view of reality. So to avoid this, or choosing that all employees and all pairs to issue such an assessment or is randomly, and in no case to finger.
The 360-degree feedback requires mature companies and wanting to put the cards face up
The results of these surveys are tabulated confidential and shared with the employee on a confidential report. The purpose of sharing should be to develop, namely, the worker must learn how to highlight your strengths and areas for improvement deepen, with your line manager or a professional coach.
Why is it so powerful this system compared to other?
Mainly because the employee, SEA directive command interval, has a separate vision, analytics, and anonymous of different groups that interact and also how he is himself, thus requiring a business maturity to implement this development system.
These are the main mistakes people make when performing this type of evaluation in business:
– The feedback is linked to the remuneration o a la promotion, leading to a state of fear to the organization and "all" evaluated up trying to make a deal "non-aggression"
– No development plan established after evaluation, either because they do not have time higher, experience or training in the development of people, or because the company does not invest in coaching processes for the development of these people, which leads to the question Why do we have performed a 360 FB?
– The evaluated select people who will evaluate them, it becomes a feedback cronyism pure.
If your company has a level of maturity enough to grow and develop key people, this is one of the best systems out there today, always run with criteria, rigor and for the purpose of professional development for medium and long term to have a direct impact on the business.
Angel Martinez Marcos
Executive Coach & Managing Partner