Managers often express a desire to receive honest feedback on how they are doing and what they could do better. A 360-degree survey format is often used to collect this kind of information.
The goal of the survey is to collect as much diverse feedback as possible for managers from a variety of respondents. Involving different stakeholders is essential to get a comprehensive overview of a manager’s strengths and development needs. However, the impact of a 360-degree feedback survey is not limited to the personal development of the manager but also supports the development of the organization’s overall management culture.
Communicate with your people
The 360-degree feedback format is more personal and significantly less anonymous than, for example, a satisfaction or well-being survey. Fears or doubts are a natural reaction, as the survey can also bring unexpected or unpleasant feedback.
To successfully conduct the survey, it is extremely important to emphasize the main goal of the initiative, which is the development of managers, not attacking anyone personally. We know from our best practice that an external partner, whose interest lies primarily in the success of the study, is a good way to introduce the background and organization of the study as a neutral party.
Choose the appropriate methodology
Every organization is a little different and its expectations of its managers may also be different. In the case of a 360-degree feedback study, the methodology is essentially a leadership competency model that includes all the competencies that are important to the organization and that make a manager a good manager.
Many organizations already have a well-functioning competency model that can be used as a basis for compiling the questionnaire. At the same time, there are also many organizations where the competency model has not yet been fully developed or needs to be updated. When preparing the study, a wide range of leaders should be involved in developing the methodology, whose input will be used to arrive at the final version. Of course, existing management principles, values, and other documents cannot be omitted. This process can also be made smooth and structured by an external consultant who mediates the discussion and helps to consolidate the main ideas into specific competencies.
As a result of developing the methodology, a suitable questionnaire will be prepared, the content of which reflects the management competencies that all managers relate to and agree with. The formulated and noted competencies can be written into the organization’s strategic documents, based on which the management quality can be assessed in the future.
Give your people feedback
The feedback collected during the survey is of little use if the recipient does not interpret the information collected for themselves. Years of experience show that managers move forward best with the feedback they receive when they are offered professional support. If a manager has not been in a similar situation before, it may be difficult for him to move forward effectively on his own with the numerical results and comments obtained from reports.
The best way to mitigate these risks is to have individual feedback conversations with an experienced coach. During the feedback conversation, the coach will help the manager set specific development goals along with a preliminary action plan. If the manager has received critical feedback, the coach will support him or her in constructively working it through. Also, the coach will guide him or her to find the motivation to further develop the competency.
Help your leaders become even better. Contact us so we can help you conduct a 360-degree feedback survey for your organization!
People Link Žmonių ir Kultūros vadovė
Deimantė Mikalauskė
+37062034208
deimante@peoplelink.lt