360 Normative Data is Less Useful Than Local Data
Wouldn’t you love to have access to data that tells you whether your people are working at a level of skill that’s appropriate for your industry or sector? You could compare it with your 3...
Would you like to increase the effectiveness of your 360-degree feedback?
Ask yourself this question: Which group is likely to respond best to critical feedback – those who feel judged and disparaged, or those who feel appreciated?
The Criticized
We know that when people experience a lot of criticism, they become rigid, resist change, and develop a fortress mentality.
If someone gets upset with them, they focus on what’s wrong with the other person.
They become the chronically “stuck” members of the organization, their vision limited to defending their turf.
The Appreciated
On the other hand, people who feel appreciated, respected, and valued have the mental bandwidth to accept challenges and run with them.
When these people discover that someone is upset with them, it spurs them to action, to discover how they can improve the relationship.
And when they receive constructive feedback, it expands their vision, helping them consider how to improve their performance.
What This Means For Feedback
In standard 360 reports, subjects may receive largely critical comments – or at best a random mixture of critical and appreciative. It’s just good luck if they see enough positive comments early on to help them feel confident in confronting the inevitable criticisms.
Yet you can structure your 360 so it conveys appreciation right off the top, telling the subject in effect, “We respect your skills and contributions. And here are some ways in which you can improve on your performance.”
How To Lay It Out
First, title the initial heading in your questionnaire something like this: “Abilities We Appreciate” or “Skills and Capabilities”.
Then enter a request for appreciative narrative comments that get at the subject’s strengths. Examples: “What do you most appreciate about this person, and why does it matter?” Or “Give an example of when this person displayed highly ethical behavior [or showed good leadership, or improved the atmosphere in the organization, or inspired others]. Why do you think this was valuable?”
Follow this with your standard competency headings and numerical questions.
Beginning with appreciative comments will send a crucial message to both responders and subjects: “The person being assessed is an important member of our team. So no matter what improvements we might suggest here, we’re starting from a point of appreciation and respect.”
Thanks to Esther Ewing for inspiring these thoughts.
