360-degree feedback, also called multi-rater feedback, is a tool for evaluating someone within an organisation or corporation in which anonymous feedback is gathered about an employee from various individuals with whom they interact.
People with high emotional intelligence grasp what they’re experiencing, what their emotions mean, and how their emotions influence others. They can communicate effectively, sympathize with others, overcome problems, and manage stress.
When administering 360 feedback, 6-10 respondents should complete an anonymous feedback form. The respondents are categorised based on their relationship with the subject, such as managers, peers, etc. Feedback from other sources, such as clients or consumers, can also be obtained if suitable. Another thing to be aware of is the questions asked; they should always be about observable behaviour as it is easier to measure.
In addition, the subject of the feedback fills out the same questionnaire. Most importantly, to minimise bias, a manager, coach, or trainer should facilitate the entire process, often external to the organisation.
A 360-degree feedback approach is an excellent tool for providing coherent feedback to leaders from their peers, employees, and superiors. Leaders can improve their self-awareness by assessing how they view themselves with how others see them.
The first step in utilising a 360-degree evaluation is identifying your set of leadership competencies. You may have skills that are particular to specific roles. If you still don’t have a competence profile, your provider may establish one for you. It is crucial to select competence with well-defined characteristics that are both observable and measurable. Otherwise, it will be difficult to determine if the leader has actually proven competency.
Once the competencies have been defined, choose the rater group for your leaders. It is critical to choose a diverse range of raters. The following stage is for raters to assess leaders on the behaviours related to each competency area rather than on overall competency. It assists in determining precisely the habits they need to modify. Finally, after the leader receives the report, they may use it to assess their strengths and shortcomings and develop a strategy for future leadership success.
