Small Business Blog from Atlantic Canada

We are almost at the annual six month mark. Did you conduct a semi-annual performance feedback this year? Or should the question be, “Do you have a feedback system in place that is fair and objective?”

Typically, I have seen small businesses perform a yearly appraisal for employees wherein the manager or the CEO provides all feedback. If the feedback is good, everyone is happy. If not, then the employee is left wondering, “Why was I not told about this before?”

I firmly believe, for any feedback mechanism to be meaningful and constructive exercise, an individual needs to know the perceptions of other individuals s/he is working with. 360 degree feedback is a great way to achieve this.

What is 360 degree feedback

In simplest terms 360 degree feedback is evaluation of an individual by everyone; the manager, CEO, peers, direct reports and yourself. It helps in understanding how you perceive yourself and how you are perceived by others. That is very important. Perception is reality. So if your peers think you suck at your job while you think you are the best thing since sliced bread - there is a problem. 360 degree feedback is a great way to understand the gap between where you rate yourself and where others rate you.

Additional Reading

This post was inspired by Steve Roesler. Steve Roesler specializes in communication training and development with emphasis on improving systems, relationships and large-scale change. He talks about 360 degree feedback in two posts: 360 Feedback: It’s About the Conversations That Follow and Even More on 360 Degree Feedback: Readers Speak. He also outlines one process he is currently following to implement the 360.

Bottomline

Feedback is a sensitive issue and needs to done right to 1. retain your employees, and 2. to keep them motivated. Are you handling it right?