The 4 most common 360 degree feedback mistakes
Everyone gets nervous when they open their 360 degree feedback report — even those with thick skin. This is because your peers, managers and even those who you manage have rated your experience, behaviour and skill set. There’s no way of know what will be on the other side of that envelope.
Talk about feedback overload!
We all know feedback can be useful. At its simplest, you take the feedback from people and do more of what they like and less of what they don’t like.
360 degree feedback reports give you a detailed numerical analysis about your strengths and development opportunities. But the analysis is only as good as the information that’s submitted in the first place.
Here is a list of the 4 most common 360 degree feedback mistakes that people make when providing feedback:
If you don’t want to offend someone, then don’t give him or her bad ratings. This will only result in you continuing to get reports late, being missed off distribution lists or being talked over in meetings. Honest feedback is the best gift you can give someone.
If you were in his or her shoes, wouldn’t you want to know where you can improve?
You may be asked to give feedback on someone you don’t know well or deal with infrequently. Avoid giving bland, middle-of-the-road ratings and consider skipping the questions you can’t answer or comment on. This type of feedback isn’t useful for anyone.
It’s natural for coworkers to become friends simply because they spend so much time together during the day. But, this can put a rosy glow over their feedback. It’s important to focus on each question individually and think about specific work-related examples to justify the ratings you are handing out.
Out for Blood
When you feel the need to draw blood with spiky harsh feedback, think again. Surveys are not always completely anonymous – so it could come back to haunt you. Try to limit yourself to harsh feedback on the one or two behaviours that need to change. It’s even better to address this problem behaviour when it happens rather than waiting until feedback is required.
So the next time your feedback is required, make sure it’s honest and your ratings can be justified with work-related examples.