Feedback plays very important role in our professional
career and we all grow if we get constructive feedback and work on that. But
the feedback we get has to be very well articulated and constructive; it should
be well connected to the growth/career development. But in reality the feedback
session just becomes an hour spent to list out all the faults. And many a times
its completely biased.
360-degree feedback is
an evaluation method that incorporates feedback from the worker, his/her peers,
superiors, subordinates, and customers. Results of these confidential surveys
are tabulated and shared with the worker, usually by a manager. Interpretation
of the results, trends and themes are discussed as part of the feedback. The
primary reason to use this full circle of confidential reviews is to provide
the worker with information about his/her performance from multiple
perspectives. From this feedback, the worker is able to set goals for
self-development which will advance their career and benefit the organization.
With 360-degree feedback, the worker is central to the evaluation process and
the ultimate goal is to improve individual performance within the organization.
Under ideal circumstances, 360-degree feedback is used as an assessment for
personal development rather than evaluation.
Recently I got an opportunity to get this feedback and I must
say, the process and the result were learning experience. I found out what
people perceive me as and it helped me to understand my strengths and areas of
improvement. And honestly it also confused me a bit as well.
Offcourse there is a risk of not implementing this correctly
and in that case it fail to give a correct feedback and it might derail the
entire process. However it’s always nice to get the feedback and work upon the
deficiencies.
Learning…
