How to Use 360 Degree Feedback As a Development Tool
Evaluation time and feedback is coming from all directions--bosses, peers, clients, even people you manage. Known as 360 degree or multi-rater assessment, this process can be both rewarding and daunting. For your employer, it will likely serve as a performance appraisal instrument. Some of the most progressive companies use it as a career development tool as well. However, if your employer falls short on the development end, you can use it yourself to put together a plan that helps you get ahead.
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Instructions
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Revisit and digest the feedback. Look for themes. If two or more people have the same opinion, their comments are likely to be accurate. If you discard a comment, make sure you have a legitimate reason to do so. Is this a skill or competency that you want or need? For example, if you work in a think tank and your role does not require the ability to execute a plan, execution may be a skill you choose to ignore for now. On the other hand, if you are a project manager, your weak execution skills can be a near-fatal flaw.
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Select two or three skills to improve. But first, ask for additional information. Your raters may be able to provide greater insights. Let them know your goals and ask them how you can further develop the necessary skills. It is possible to turn your biggest detractor into your greatest advocate--and, perhaps, a mentor--by asking for help.
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Look for positive feedback as well. If there are one or two things that you do well, you may choose to work on these skills to make them even stronger. For instance, you are rated as good--but not exceptional--at understanding the future implications of today's decisions. This ability is both appreciated and needed in your organization. Determine how you can leverage your visionary capabilities to position yourself as the go-to person among your peers.
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Meet with your boss to formalize a development plan. In addition to asking for guidance, you should have some clear, measurable goals in mind. Goals may include further research or education, additional work tasks or activities, community pursuits or working with a mentor or coach. Request frequent meetings; you want to be held accountable for short-term mileposts. Show your dedication to your career development by performing well.
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Document your progress, accomplishments and setbacks monthly. Keep detailed meeting notes. Consider distributing the notes to other attendees. You can send an email that starts, "Thank you for taking the time to meet with me regarding..." Then, outline the discussion and any outcomes, next steps or recommendations.
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Tips & Warnings
To protect your privacy, ensure that all performance discussions are held behind closed doors. In some cases, it may be appropriate to have a human resources professional in attendance.
Tread carefully--and non-confrontationally--when asking for clarification of weaknesses. Exhibit a willingness to grow through the experience.
References
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