The idea and practice of 360-degree feedback has been through rises and falls since it first appeared in the 1950s. And it really took off in the 1990s. But it is as important today as it’s ever been. So, let’s examine 360-degree feedback from a number of angles.

Watching this video is worth 4 Management Courses CPD Points*.
🔎 See below for details

Feedback
This video is part of course module number 3.8.3
Program 3: Managing & Leading Individuals
Course 8: Feedback
Section 3: Receiving Feedback

Other videos in this section include:
🎬 How to Ask for Performance Feedback [ Ссылка ]
🎬 How to Receive Performance Feedback [ Ссылка ]
🎬 Acting on Performance Feedback [ Ссылка ]
🎬 What is 360-degree Feedback?


LESSON NOTES
360-degree feedback is a method for conducting a performance appraisal. It gathers feedback from a range of people. It:
• Provides managers and supervisors with evidence for your capabilities, attitudes, and performance.
• Helps meet your developmental needs, by giving you information on how other people perceive you.

There are processes for:
• Gathering the information – usually some form of standard survey
• Collating and analyzing the information
• Presenting the findings back to you and your line manager or supervisor

Four Steps to 360 Degree Feedback
1. Select a group of people to offer feedback.
2. The reviewers complete a questionnaire
3. The software produces a report
4. Appraiser and Performer meet to discuss the findings

As you’d expect, each reviewer has the potential for a more or less accurate assessment of the performer. Inaccuracies can arise due to:

- Lack of clarity around the performance standards that the organization expects, and how to assess them
- Lack of accuracy in applying the competency standards framework
- Selective observation
- Biased assessment – unconscious
- Biased assessment – conscious



RECOMMENDED EXERCISE
You need a structure to carry out formal 360-degree feedback at work. However, if you don't have it, there is nothing to stop you from asking people for their feedback on you.
1. Identify 3 to 8 people you can ask for feedback. These should be a mixture of people who know your work in different contexts (1 MC CPD Point)
2. Speak individually with each person. Ask them if they would prefer to give you written feedback, or offer you feedback in person. Then agree on a timescale with each. (2 MC CPD Points)
3. Gather your feedback and review it carefully. What does it tell you? What can you learn? (3 MC CPD Points)
4. Discuss this feedback with a coach, mentor, or another source of trusted counsel (2 MC CPD Points)

DOWNLOADS
Free Resources
🧰 CPD Tools - [ Ссылка ]
Paid resources
🧳 Management Courses Onboarding Kit - [ Ссылка ] ($3)

RECOMMENDED READING
📖 Feedback (and Other Dirty Words): Why We Fear It, How to Fix It [ Ссылка ]
📖 Thanks for the Feedback: The Science and Art of Receiving Feedback Well [ Ссылка ]
📖 HBR Guide to Delivering Effective Feedback [ Ссылка ]
📖 Feedback Pocketbook [ Ссылка ]
📖 Feedback Toolkit: 16 Tools for Better Communication in the Workplace [ Ссылка ]


⭕️ Links to our book recommendations are affiliated through Amazon

Managers Need a Basic set of kit to do your job well. Here are my top recommendations: [ Ссылка ] (the links are affiliated)

MANAGEMENT COURSES CONTINUING PROFESSIONAL DEVELOPMENT (CPD) POINTS
You can record your Management Courses CPD points on our free, downloadable CPD record log.
📓 Download it at: [ Ссылка ]
Each video has two levels of MC CPD points. For this video:
- If you simply watched the video, record 4 MC CPD points
- If you also carried out all of the recommended exercises, score a total of 12 MC CPD points

#ManagementCourses #Feedback #360Feedback

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