Mirror, Mirror on the Wall
A 360 Degree View Copyright 2004
When you stand in front of fitting room mirrors at your favorite clothing store, you get a 360° perspective about your "look." You receive visual feedback from all sides and can readily see if what you're trying on is a good fit.
Much like that fitting room mirror, a job-related view of a key employee from all angles can be valuable. Such a view can be accomplished with a multi-rater, 360° feedback review. There's understanding to be gained by managers when feedback comes from supervisors, direct reports, and peers, each giving a view of management skills and competencies from their own unique perspective.
Unlike a mirror, which tells the truth (and nothing but the truth) a 360° assessment has the potential of biased feedback. To minimize the potential for bias, the individual administering the assessment should provide the framework for productive use of the evaluation. The administrator must insure that participants understand the importance of providing honest evaluations. They must promise and deliver the protection of anonymity. Participants must understand a 360° evaluation is not a time for paybacks and vendettas! They must feel they are affecting and supporting the development of a productive, employee-focused company culture.
The assessment instrument structure, like that of a form-fitting garment, is also critical. What should a comprehensive 360°; evaluation measure? It should present a balanced picture of both the individual's strengths and areas of opportunity for improvement. It should provide an opportunity for people to see themselves and their competencies as others view them.
In a well-constructed 360° assessment, evaluation is not based on personality. Participants rate skills and behaviors based on actual performance to enhance the performance of the entire team. A good 360°; process, which includes an effective developmental plan for the manager, can lead to better team cohesion and performance and better retention of good employees. Some key competencies include:
With Internet-based assessment tools, the administration of a 360° is vastly simplified. Web-based administration allows tracking of assessment completion, while maintaining anonymity of participants. A Web-based instrument also saves time, providing quick analysis of the outcomes. The objectives of a 360° evaluation are to provide a "mirror" for the manager and his supervisor: a view of skills and behaviors from a well-rounded set of perspectives, providing the framework for developing action plans for self-improvement.
Finally, significant improvement of management cannot be accomplished with a one-shot approach. Repeating cycles of assessment, intervention, and reassessment are the key to long-term gains.
Much like that fitting room mirror, a job-related view of a key employee from all angles can be valuable. Such a view can be accomplished with a multi-rater, 360° feedback review. There's understanding to be gained by managers when feedback comes from supervisors, direct reports, and peers, each giving a view of management skills and competencies from their own unique perspective.
Unlike a mirror, which tells the truth (and nothing but the truth) a 360° assessment has the potential of biased feedback. To minimize the potential for bias, the individual administering the assessment should provide the framework for productive use of the evaluation. The administrator must insure that participants understand the importance of providing honest evaluations. They must promise and deliver the protection of anonymity. Participants must understand a 360° evaluation is not a time for paybacks and vendettas! They must feel they are affecting and supporting the development of a productive, employee-focused company culture.
The assessment instrument structure, like that of a form-fitting garment, is also critical. What should a comprehensive 360°; evaluation measure? It should present a balanced picture of both the individual's strengths and areas of opportunity for improvement. It should provide an opportunity for people to see themselves and their competencies as others view them.
In a well-constructed 360° assessment, evaluation is not based on personality. Participants rate skills and behaviors based on actual performance to enhance the performance of the entire team. A good 360°; process, which includes an effective developmental plan for the manager, can lead to better team cohesion and performance and better retention of good employees. Some key competencies include:
- Communication
- Leadership
- Adaptability
- Task management
- Production
- Developing others
- Personal development
- Relationships
With Internet-based assessment tools, the administration of a 360° is vastly simplified. Web-based administration allows tracking of assessment completion, while maintaining anonymity of participants. A Web-based instrument also saves time, providing quick analysis of the outcomes. The objectives of a 360° evaluation are to provide a "mirror" for the manager and his supervisor: a view of skills and behaviors from a well-rounded set of perspectives, providing the framework for developing action plans for self-improvement.
Finally, significant improvement of management cannot be accomplished with a one-shot approach. Repeating cycles of assessment, intervention, and reassessment are the key to long-term gains.
