Improve Managerial Growth With 360 Degree Feedback

It is a common phenomenon that managers do not typically get the most honest feedback about their performance, especially from their subordinates or peers. Unfortunately, when you wield too much power in an organization, your colleagues are likely to offer praise in most instances without any criticism. However, your managers must hear the real truth of their contributions to the organization. If they want to grow and become more successful over the long term, they must get corrective and constructive all-around feedback.

Are Your Managers Committed To Growth?

The only way you can grow as a manager is if you are willing and open to listening to the truth regarding your performance within the organization. If not, you will likely stagnate and even regress. Most employees appreciate getting corrective feedback, but typically, management is not very keen on receiving or giving corrective feedback. Hence, the 360 degree feedback for management is critical for sustainable growth and the management team must be open and ready to participate in it.

What Is The 360-Degree Evaluation For Managers?

The 360-degree evaluation system for managers is much more detailed than the general 360 performance review. However, it uses the same concept of collecting feedback from numerous sources who are in close contact with the managers. Those sources include peers and colleagues, supervisor, clients and also a self-evaluation of the manager in question. The key is that every respondent who is giving feedback must have interacted with the managers directly to avoid conjecture and hearsay. You want not only a broad perspective but also genuine results.

What Is Measured In This General Feedback For Managers?

The feedback measures those key behaviors, competencies, and soft skills that are critical for individuals to be successful leaders. It includes the following:

• Communication skills
• Setting standards and goals
• Decision making and problem-solving
• Managing diversity and change
• Building integrity and trust
• Innovation and adaptability
• Team building
• Negotiation and influence
• Counseling and coaching

What Can Managers Do To Capitalize On This 360-Degree Evaluation?

Managers must approach this process openly and be willing to discover new things about themselves to get better results from this comprehensive assessment. Most importantly, they must never take all that information personally as a sort of attack. They should consider that feedback as critical learning tools through which they can adjust their performance accordingly to see real, positive growth.

If the feedback process is implemented correctly by collecting information from those who are well familiarized with the manager’s work, then it can be a powerful tool for any organization. It helps managers to understand their overall effectiveness as they try to accomplish the goals, mission, and vision of the company. If the results, both negative and positive are heeded and instantly acted upon by your management team, then it can only lead to better managerial development. Lastly, when the feedback is coming from many sources across different job functions, there is minimal risk of discrimination and more potential for the truth being revealed.