Examples Of 360 Degree Feedback

“A 360-degree feedback has great promise as a method for creating both behavior change and organization” (Bracken & Rose, 2011, p. 183). Consequently, a 360 degree feedback is a system employees receive confidential, anonymous feedback from the people those who work around them. So, under the right circumstance, this process can create a behavior change that may increase an individual’s job performance. However, through research, it is believed that the 360 degree feedback is the key to improving the quality and effectiveness of performance management in organizations today (Bracken & Church, 2011, p. 36.). Be that as it may, this system is also helpful to individuals who are not in a management role to develop the necessary skills he or she

Despite that, this process may also assist these individuals with areas to focus on if interested in a management role. In spite of that, employees are also able to recognize his or her strength and weaknesses to become more effective. Still, the 360 system allows others to evaluate another employee’s work ethics anonymously. Still and all, the 360 degree feedback is when you collect feedback about your strengths and weaknesses from everyone around working around the individual. For instance, as a Team Leader, he or she may provide feedback on an associate, a supervisor, and a manager and in some cases even vendors. However, the individuals must remain unknown and each person that is rating must ask the same questions. As a result, the individuals are able to understand how other perceive them and have an opportunity to adjust his or her behavior. 360 degree feedback is when you collect feedback about your strengths and weaknesses from everyone around you, hence the name 360 degree. As a result, this process provides a unique opportunity to uncover areas that may need development or open up gaps in knowledge that could be

On that account, since the feedback is of a large quantity, the assessment may be more accurate. Nevertheless, the system create better teams owing to the fact, individuals are able to see other teams. Thus, the 360 degree feedback may bring teams together since he or she is able to see herself. As the communication comes from a variety of different sources it will contain a multitude of different opinions and perspectives, which is of vital importance when looking for feedback. All the same, when feedback come from many sources, chances are the outcome of the feedback results may be similar in describing the employee’s performance. For instance, if results from various employees regarding a supervisor claiming he or she has poor communication skills, then it is likely to be true and he or she need to improve in that category. Therefore, positive feedback can be incorporated with human resource plans for employee improvement. Having said that, inadequate feedback may occur and it is possible the feedback may have been edited or filtered in some way causing dishonesty. Consequently, inadequate feedback may be the result of an employee fearing his or her manager may read the review and retaliate or may misunderstand the purpose of the 360 system and provide incorrect answers. According to Mello (2015), the 360 degree feedback can