We have previously explored on our blog how 360 degree feedback can improve the overall performance of a team, which is of great importance for managers and team leaders. But how can 360 degree feedback help individuals in their roles and their careers? Below, we have put together a list of our 6 top employee benefits of 360 degree feedback.
Participants are presented with a feedback form which details their strengths and weaknesses, as assessed anonymously by their colleagues. This gives the employee insight into their behaviour and an idea of how they are perceived by coworkers. They can then compare these results with their self assessment, which often highlights things employees would never have otherwise been aware of.
360 degree feedback provides a fair assessment of an employee’s performance and behaviour in the workplace. Since feedback comes from peers and not just managers/supervisors, it provides a balanced overall picture, which an employee cannot argue against.
It is often the case that employees are unaware of some of their biggest strengths; 360 degree feedback will bring attention to these. Unearthing strengths is crucial for personal development, allowing for the creation of tailored training plans. Employees can then build on these strengths to benefit their career growth and the effectiveness of teams they work in.
As well as bringing attention to an individuals strengths, 360 degree feedback is also very useful for highlighting areas where an employee needs to improve. It is difficult to be self critical in a fair and accurate way, but a 360 perspective of their behaviour can uncover blindspots where weaknesses may be hiding. Becoming aware of these blindspots means that an employee can focus their learning going forwards, attempting to address those previously overlooked behaviours.
360 degree feedback is the starting point for the development of new skills and self improvement. The 360 degree feedback process gives individuals ownership over their own improvement through the creation of customized development plans. This encourages individual accountability and gives employees control over their career paths. Taking the central role in their own development also increases the engagement of employees in the feedback process.
By receiving positive feedback, an employees confidence about their skills will grow. In addition, by knowing what they need to work on, they have a sense of control which leads to increased confidence and boosted morale. Employees feel a sense of achievement out of finding out what they are good at, and knowing that they are working to improve on their weaknesses.
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