In the last byte, we looked at how the various inputs from stakeholders in a 360 degree feedback could give a comprehensive view of the individual's performance. In today's byte we look at how we can improve the effectiveness of the 360 degree feedback.
We can look at the improvements in 2 broad categories:
We can look at the improvements in 2 broad categories:
- Addition of a Systemic Coaching component into the 360-degree feedback
- Separation of the performance feedback component from management development component.
By focusing on enhanced self-awareness and behavioral management, the feedback - coaching model can enhance performance overall, as well as satisfaction and commitment and reduce the turnover of people.
On the separation aspect, feedback component should emphasize quantitative feedback and performance measures, while the management development component should emphasize qualitative feedback and competencies for development.
On the separation aspect, feedback component should emphasize quantitative feedback and performance measures, while the management development component should emphasize qualitative feedback and competencies for development.
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