Did you know your GPS requires four satellites to determine your 3-D position on earth? One perspective is insufficient. Two is still not enough. Three will tell you where you are, but not in 3-D.
To get the truest, most reliable read on where you are you need multiple viewpoints!
And so it is with a 360° evaluation. A 360° feedback survey allows multiple people to confidentially provide honest feedback on your performance. This is how you get the truest read on your effectiveness within your role.
A 360° evaluation surveys your manager and selected peers, direct reports, internal stakeholders, and customers. The report then aggregates the data for an overall score and may give scores in select categories. For example, the Hogan 360° shows an overall score, plus scores in four quadrants:
- Relationship Management
- Working in the Business
- Working on the Business
Your report may show how your scores compare with your team members. It’s a great way to see where you’re leading your team, and where you may be creating a little drag. You can also compare your scores with global benchmarks to see how you’re doing relative to thousands of managers out there in the world. This can be pretty revealing!
If “feedback is a gift” then this may be the best of gifts!
If you are intentional about development, improving self-awareness, and seeing your performance strengths and gaps as others do, ask your HR leader for a 360° evaluation.
If you’re the leader of a team that hasn’t done a 360° in a while, what are you waiting for? This is a powerful intervention to accelerate both individual and team performance!
Leaders, here are some tips on running an effective 360° evaluation in your organization:
- Start at the top. People buy into a 360° evaluation when the top of the organization goes first. Start with the executive team and move down. If executives are willing to talk about what they’ve learned and share their areas for development focus – wow! They model vulnerability that deepens respect… and show that we all have things to work on, no matter where we are on the pay scale.
- Decide on a tool. Be sure it’s researched and validated. At Converge we use the Hogan 360° (click to see sample here) and the DiSC 363® for Leaders (click to see sample here). Both are terrific instruments. Decide whether you want a tool that allows free form comments. If your organization is healthy and mature, comments can be helpful. But at the wrong time, and in the wrong hands, they can be damaging. In that case opt for one that doesn’t!
- Combine with coaching. Have an experienced coach guide each participant through their report. It’s really important to distill the data and identify key actions. For example, we usually end feedback discovery sessions with the client naming 2-3 things they want to do in these categories: Stop Doing, Start Doing, and Keep Doing. Follow-up coaching keeps the momentum going via confidential accountability with support and encouragement.
- Establish a cadence. By using the same 360° tool as a routine order of business people come to expect it. Employees can track their development progress with specific numbers in specific categories over time. And, it helps form a culture of feedback and development!
Use the power of multiple viewpoints to help you see where you really are, and to course correct for better performance! Want to learn more about how a 360° can help you or your organization? Contact us now!