How do you use 360 feedback surveys? Many people don't believe in doing 360 surveys, others will hang their hats on them. No matter how you slice it, there are some risks associated with conducting annonymouse 360 degree feedback surveys: Hurt feelings, burnt bridges, career retibution, etc. I think these are all fair. Even though giving and receiving feedback is important (and essential!), it's hard to not take comments personal. Many of us fail to really see the value of feedback and lack the introspective skills to apply this valuable perspective to our personal development.
So the real question is, how have you conducted 360 surveys in the past? Have they been successful? How did you use the data collected?
I think it's important to keep in mind that 360 degree feedback surveys are best used to begin the conversation. If it's not well managed, it can quickly take a turn for the worst and just become lots of negative rants. This isn't what you want. These feedback surveys should be used for development purposes, not to trash talk coworkers. Using these surveys to get the conversation started helps make the topics that society tells us are "no-nos" okay to talk about.
I'd love to hear your experiences with 360 degree surveys.
So the real question is, how have you conducted 360 surveys in the past? Have they been successful? How did you use the data collected?
I think it's important to keep in mind that 360 degree feedback surveys are best used to begin the conversation. If it's not well managed, it can quickly take a turn for the worst and just become lots of negative rants. This isn't what you want. These feedback surveys should be used for development purposes, not to trash talk coworkers. Using these surveys to get the conversation started helps make the topics that society tells us are "no-nos" okay to talk about.
I'd love to hear your experiences with 360 degree surveys.
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