Larry Cipolla
March 20, 2014

If your employees stagnate, so will your business. In order to promote growth in both your organization and the people that make it run, it can be useful to promote high-performing individuals into positions of leadership. Executive coaching can help make them better managers, but how do you identify the right candidates in the first place? 

That's where performance feedback comes into play. 

In an article on Strategy-business.com, author Susan Cramm highlights the importance of this connection with your staff. 

"Leaders can reduce the risk of losing good people for the wrong reasons by working with them to understand their passions and career goals and serving up challenging assignments that help them grow from where they are to where they would like to go," she explains. 

One of the most important parts of getting the most out of a particular assessment is putting it into the proper context. Decide what you want to get out of it before it is even administered. What tasks are you looking for a senior-level employee to perform? While some of these are likely to be consistent across organizations, others could be unique to your particular situation, and should be considered well in advance. 

A primary benefit of using 360 degree feedback when it comes to deciding who will be moved into a position of responsibility is that it helps cut down on toxic office politics. People are unlikely to suspect undeserved favors if they had a hand in evaluating the candidate, and both the Halo and Horns effects are reduced with this kind of assessment: i.e., employees are judged solely on merit. This promotes an environment of trust and cooperation, instead of bitterness and infighting. In the end, that makes your company healthier and more productive.