Get 360-Degree Reviews Right
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Tip
360-degree reviews can be an effective way to develop leaders. But they’re time-consuming and expensive, and the final report is often read and never discussed again, which doesn’t do anyone any good. So how do you ensure a successful 360-review process?
First, the leader should help choose which colleagues receive the survey. They know who will have the most useful insight into their performance.
They should then personally communicate with the respondents, asking them to provide their candid observations, so those who are providing feedback know it’s welcome.
Once the input is aggregated, don’t simply send a report to the leader. Share the results in a coaching conversation, so the leader has the context and guidance to understand the data.
And, ideally, the company should create a customized set of recommendations, mapped to its leadership competencies, so the leader has a personal development plan.
Accountability is critical, so make sure it’s clear who — whether it’s their direct supervisor or someone in HR — will follow up with the leader to make sure they’ve acted on the feedback they received.
Translations
🇨🇳 正确进行全方位的评估
全方位的评估是培养领导者的有效途径。但这既费时又费钱，而且最后的报告往往是只读不谈，这对任何人都没有好处。那么，如何确保全方位评审过程的成功呢？
首先，领导应该帮助选择接受调查的同事。他们知道谁对他们的表现最有洞察力。
然后，他们应该亲自与受访者沟通，请他们提供坦率的意见，这样那些提供反馈的人就知道这是受欢迎的。
一旦信息被汇总，不要简单地向领导发送报告。在指导谈话中分享结果，这样领导者就有背景和指导来理解数据。
理想情况下，公司应该根据自己的领导能力制定一套定制化的建议，这样领导者就有了个人发展计划。
问责制至关重要，因此请确保明确谁（无论是他们的直接主管还是人力资源人员）将跟进领导，以确保他们已根据收到的反馈采取行动。
