How can managers use the 360 feedback tool to improve their work performance?

Managers play a vital role in the success of a company. They are responsible for planning, controlling, and directing the organization's resources. Yet, according to Gallup, they represent a 70% variation in employee engagement. That 's important. However, how can a 360 feedback tool help them?

The critical factor in generating engagement is feedback to employees. Here are the following statistics from a study on employee feedback:

• 78% of employees say feedback helps with motivation.

• 69% of employees say they would work harder if they felt their efforts were better recognized.

• There is 15% less turnover in companies where regular employee feedback is made.

This article will discuss how the managers must use the 360-degree performance appraisal to improve their work performance, as well as the benefits of getting quality feedback through these assessments.

What does a 360 appraisal system mean for managers?

Instead of conducting an annual performance review, many organizations are conducting 360-degree performance appraisal, where managers receive feedback from three sources: their manager, peers, and direct employees. The reason for soliciting feedback from different groups is that a manager does not have the same working relationship with each one.

The benefit of circular evaluations is that managers have a complete and objective view of their performance, rather than simply giving feedback to their direct employees and receiving feedback from their chief. It's also a good reminder that managers have multiple people to whom they are accountable in the organization.

Keep in mind that managers who concentrate on one group to the exclusion of another will not be as successful in achieving the company goals. Let me share a personal story to illustrate the point: I worked with a sales manager, loved by her customers. She always set her goals to please senior management. However, her employees didn't like it because she often made impossible promises to customers that would wreak havoc on employees. So, she was amazing for one group, but she completely ignored another.

What should managers do with the 360 feedback tool to increase their work performance?

Some years ago, circular performance reviews received mixed reactions because they deviated from the norm, even if managers were not thrilled with the traditional annual performance review. The reasons can be found in the several people involved in providing feedback for a 360 feedback tool and because, traditionally, the results are anonymous. Therefore, it is normal for managers to take some time to get comfortable with the process.

That's where the HR department comes in to help with the transition by ensuring everyone involved in providing feedback has received the appropriate training on the 360-degree feedback system and the most effective ways to give feedback. Therefore, the HR department must communicate to all stakeholders the purpose of the appraisal, such as measuring human talent performance, assessing competencies, or developing learning and development programs.

It is also essential that the organization has a group of qualified individuals to share the results of 360 assessments. These individuals must be credible, keep the information confidential, and be familiar with the process. Because a circular evaluation has feedback from multiple people, it is a dynamic document, and it will take some experience to share the information. This group will likely include human resources, but possibly other senior managers outside the department.

Creation of goals with the results

Once the 360 appraisal system is completed, the specialist and manager should meet to discuss the results. While there may not be a formal meeting agenda beyond sharing the results, the goal of the meeting is to allow the manager to begin the process of assimilating feedback.

It might make sense to divide the process into two meetings: the first to communicate the results and then a follow-up meeting to formulate a development plan, which gives the manager a chance to think about some development goals, propose improvement strategies in their weak areas and reinforce their strengths to foster positive change within the organization.

Another advantage of the two-meeting approach is that HR or an outside consultant could meet with the manager regarding results; then, the manager could meet with their supervisor about development goals.

Vorecol 360 feedback

Undoubtedly, managerial positions can benefit significantly from this methodology, so don't hesitate and give it a chance in your workplace. Show your managers the value of feedback and the best way to deliver it. Circular assessments are a tool for growth and improvement that supports the development and learning culture.

Evaluate your leaders and collaborators with Vorecol 360 feedback, the 360 feedback tool that focuses on global perception of employee performance from abroad and a holistic view to contributing to organizational improvement and growth.

Don't let your company lose good managers. Instead, try Vorecol 360 feedback and create management development opportunities to foster engagement and retention. Be the first to build a culture of feedback.

We invite you to get to know Vorecol 360 feedback.

Request a demo of the system at no cost!