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How to implement 360 degree feedback
Let us begin with a definition of 360 degree feedback.360 degree feedback is a particular analysis and feedback process that will give a person structured feedback on their performance from a group of peers who have a lot of different perspectives based on their relationship to the person and their area of expertise.For example, since you are probably a manager, let's talk about how 360 degree feedback can function if a manager is the one who is the object of attention.You would receive feedback on how well you lead your workforce, how good your organization and communication skills are, your ability to improve morale, your relationship with employees, and how well you planand work with your workforce.You will receive feedback from your own reports, other managers, your own manager, your employees, perhaps your employer, and maybe even customers. You are going to have to decide how best to organize the way you run 360 degree feedback.Come up with ways to assign certain people to analyze another person.You will probably want to have anonymous reports that are then discussed with the individual privately.When should you do these 360 degree feedback reviews?Well, you could do them at the end of the year, which is what a lot of people do.The only problem is that the end of the year is such a frazzled time when people are wondering about their bonuses, about salary increases, about promotions.It's not really a time when you can sit down with someone and talk about concrete ways that they can improve and develop as an employee.All they want to know about is how much money they are going to make during the next year.I suggest that you schedule 36o degree feedback sometime during the year, perhaps the spring or maybe the fall (since summer is always a difficult time to catch everyone in work).
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