The Pro's and Con's of 360 Feedback

Welcome to the second episode of the HR Uprising Podcast Series aimed at forward-thinking HR; L&D and O.D. professionals who want to make a real difference in their organisations by delivering real lasting value, elevating the way HR is perceived.  The #HRUprising is a growing community that values learning through collaboration, taking evidence-based action and helping others to have the confidence and skills to rise up and be counted.  In this episode Lucinda explains why 360 feedback isn’t necessarily the panacea that many consider it to be, in fact it can be fraught with pitfalls. She explains:  What 360 feedback is  When it works well and how to avoid common pitfalls  What kind of cultures or situations are most suitable for 360 feedback  A structure process to follow if you are delivering 360 feedback personally.  Like any other tool, there are pros and cons. Lucinda has been using the 360 Feedback Program with various clients, and she emphasises that it requires commitment and should always be developed over time. It also depends on how big your company is and what outcome do you want to get from it. Discover how you can effectively implement it in your organisation and its whole process when you tune in.  Next week’s episode is on – Demystifying O.D.  Remember - When we look up together, we rise up together!  KEY TAKEAWAYS  What is 360 Feedback? It’s a process of obtaining feedback from a variety of sources. You get it from your managers, your peers, your customers, etc.  It’s advantageous to monitor the developments inside the organisation.  People involved should be informed that the feedback they write is going to be taken into consideration and can be massively influential to the organisation’s next move.   When giving the 360 Feedback Program, it should be managed well so people can learn to trust and be honest in providing their feedback.  How do you build trust? You have to be consistent and ensure that their feedback is safe with the coach. Be clear on when you convey to them what the purpose of the program is.  When doesn’t the 360 Feedback Program work? People tend to put positive feedback if they knew that stability in their work will be affected. This already taints the honesty of the feedbacks.  How do you set the scene in the workplace when you’re implementing the 360 Feedback Program?  Ask for their expectations.  Remind them that there’s been a lag and it’s a snapshot in time.  Take note that people rate differently. Learn about the pattern of how they answer.  Thank the people that will be participating/participated.  Make sure that they are specific takeaways.  BEST MOMENTS  “You build trust by being consistent, and delivering it in a consistent, safe way.”  “Perception is a reality in someone else’s mind.”  “People are still given time and effort to complete your term.”  “Make sure that they commit to some actions that they want to go forward with.”  “The 360 Feedback Program is a powerful tool, but it can be a bit risky if you put it in badly.”  ABOUT THE HOST  Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together.  “If you look up, you rise up”  CONTACT METHOD  Join the LinkedIn community - https://www.linkedin.com/groups/13714397/   Email: [email protected]   Linked In: https://www.linkedin.com/in/lucindacarney/   Twitter: @lucindacarney     HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/