Why 360 Feedback Could Be a Game-Changer for Your Employee Development Program
Employee development programs have entered a new phase in recent years, prompted in part by organizations realizing the value of internal recruitment to fill open positions. Compare this to just a handful of years ago, when many organizations looked first to new hires to fill a position, hoping they worked out.
But an organization’s internal recruitment strategy is only as strong as its employee development program. And if you ask us, an employee development program only can be strong if it includes a robust 360 feedback system. Here’s why.
Assesses Strengths and Weaknesses From Multiple Sources
Traditional performance appraisals typically involve only the perspective of a manager or small group of managers. Meanwhile, 360 feedback provides insights from multiple sources—including subordinates, peers, and higher-ups—who interact with the employee on a regular basis. A 360 feedback survey even takes an employee’s self-assessment into account.
Not only does this multi-rater feedback provide a more holistic view of the employee’s strengths and weaknesses, but it also offers valuable insights into differing aspects of the employee’s job performance. Such insights can identify possible blind spots or even uncover hidden talents.
Spots Opportunities for Both Employee and Organization
Let’s face it, the feedback gathered through a 360 assessment is only valuable if it can be put to meaningful use. Fortunately, the insights gained through these assessments empower organizations to enhance their employee development programs to better address specific needs and skill gaps.
Better yet, 360 feedback can ease the process of aligning the employee’s strengths with the organization’s needs. This occurs not just because 360 feedback is more comprehensive than traditional job performance reviews, but because the employee has a better understanding of where they stand within the organization.
Offers Near and Long-Term Action Items
It should be kept in mind that employee feedback should be approached not as a “one and done” but an ongoing process. Regular feedback gives employee development programs the opportunity to track progress and help employees refine skills and talents over time.
After all, employees are more likely to “buy in” when they are actively involved in the process. Thus, regular communication, training and follow-up are all crucial to ensure an employee development program’s success.
Enhance Your Employee Development Program With 360-Degree Feedback
Step up your organization’s employee development program with the comprehensive feedback that comes from G360 Surveys. Our various survey options can be customized to meet your employee development needs. Reach out to us today.
