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Thursday, 27 November 2014 20:37

Conducting a Self-Directed 360 Degree Review

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Does your company have a 360 review process? This means that you gather performance feedback from those all around you – managers, peers and staff. Even if your company does not have a 360 review process, you can still perform one on your own – a self-directed 360. A self-directed 360 performance assessment enhances the benefits of the standard review by providing a process for getting feedback directly from people who work closely with you. In addition to staff, managers and peers, you can also seek feedback from external consultants, vendors, project support and others. Keep the following items in mind as you conduct the 360 assessment.
Commit to hearing the truth.
Any assessment should ultimately be about feedback and learning. A self-directed 360-assessment enriches your company's existing performance process or provides a forum to get feedback from those all around you. However, it does not work if the recipient does not take the feedback to heart. If you are not ready to hear the perceptions of those around you, don’t start the process.
Understand you are hearing perceptions and reality
Many managers do not like to hear feedback from peers and subordinates because they don’t agree with the feedback. They think the people are not in a position to know what is going on behind the scenes.
If you are getting 360 review feedback you need to understand that the perceptions of the reviewers are their reality. For example, if a reviewer thinks you have weak organization skills, it does not matter if you agree or not. The person giving the feedback perceives that you have weak organization skills. If multiple people have these same perceptions perhaps it is you that has the wrong perception. Perhaps the others are correct.

Send completed feedback forms to your manager
Usually you will send feedback forms to receive written feedback. If you want the feedback to be more honest, ask reviewers to send the feedback forms to your manager, and have your manager consolidate the feedback and provide to you. This is usually safer for the reviewer than to have to send feedback directly back to you.
Ask for clarity if needed
Don’t argue that the feedback is incorrect. The feedback is from people giving their perceptions. However, seek clarification about people's comments if necessary. Also ask your manager for suggestions, advice, and assistance in working on the issues identified in the feedback.
Seeking genuine feedback signals a true openness to learning and improvement. Carefully examining and fully integrating that feedback speaks volumes. Seeking and using feedback, even when it's difficult to accept, reflects you're commitment to achieving excellence and your greatest potential.
At TenStep we are dedicated to helping organizations achieve their goals and strategies through the successful execution of critical business projects. We provide training, consulting and products for organizations to help them set up an environment where projects are successful. This includes help with strategic planning, portfolio management, program / project management, Project Management Offices (PMOs) and project lifecycles. For more information, visit or contact us

Read 4246 times Last modified on Thursday, 27 November 2014 20:43
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