Many organizations use 360-degree feedback surveys to assess an employee’s performance and potential talent as viewed by their colleagues, direct reports and manager. Executive coaches and consultants also use 360 surveys, in addition to many other tools, to help clients gain self-awareness and broader perspective on areas for development and current strengths.
A 360 survey can offer valuable insight into an employee’s talents and contributions, yet some organizations are reluctant to introduce it. A poorly designed and executed 360 survey can create a negative impression with staff that could last for years. So, it is important to take the time to do it right, right from the beginning. If you implement the following best practices, you will gain short term buy-in and long-term support for this effective assessment tool. And experience less stress as a result!
Key elements of a successful 360 survey initiative:
When 360 surveys are carried out in a professional, systematic manner from start to finish, they yield valuable insight for the individual and a significant return on investment for the organization.
If, previously, you were skeptical about introducing 360-degree feedback surveys into your organization, I hope this article has changed your mind 180 degrees!
Written by Rebecca D. Heaslip – President of Leadership Insight Inc.
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