A contribution piece in technology and business blog Inc. criticized employee evaluations, saying that when it comes down to it, an organization’s priorities should have it’s team members placed last.
Team members often crave well-rounded and constructive feedback from their immediate supervisor. Not knowing where they stand can cause undue stress and anxiety, which can affect their daily performance.
What should be a part of any company’s culture is a dedication to the 360 feedback process, along with the candor and honesty it promotes.
Given employees’ apparent new-found role as power wielders, more companies should consider using 360 feedback processes to evaluate the performance of their workforce.
For managers, a downside of more of their workers not being physically present is that they are unable to observe them on a day-to-day basis.
Learning from failure is crucial in order for anyone to move forward. However, learning from success is easily overlooked.
Granting employees more responsibility – showing that they are trusted and valued contributors – can lead to true leadership development. With that, managers are ensuring the future of the company.
While gut instinct might be important for some aspects in the business world, staying methodical in other areas can also be beneficial. The key is to use open communication to ensure that any created action plan adheres to everyone’s needs.
Through 360 degree feedback, company leaders can gather a better understanding of what contributors want to accomplish. Together, an action plan can be created, one that will encourage an employee’s success along with the business.