Studies have shown that 360-degree feedback leads to positive change in behavior. If you are a leader then the results that you obtain will be directly related to the steps that you take in response to the result. If you have to make the most of a 360 degree feedback, you need to follow the steps that have been mentioned below.
You need to keep in mind throughout the process of 360-degree feedback that primary aim of this if the self-improvement and growth. You should know that everyone has the opportunities and strength to improve and that other people see don’t see you like you see yourself. This is one of the significant benefits of 360-degree feedback.
If you are professional and positive throughout the program then you will be able to maximize your benefits. Even though reviewing the feedback result is essential, you should keep in mind that getting constructive feedback is better than getting no feedback.
Enhance Your Openness
Prior to reviewing the result of the 360-degree feedback, you have to be mentally prepared to get the input from others and be willing to accept and understand it. Usually, a 360-degree feedback contains some constructive criticism and people have a natural tendency to react to this criticism emotionally. The emotion might take the form of anger and this is followed by a behavior which is not quite constructive like withdrawal, denial, attack, and defensiveness.
If you fail to check these behaviors then you reduce the chances of learning from the 360-degree feedback. As a matter of fact, if you respond negatively to the feedback, you are demonstrating the feedback of others that you are ineffective.
You should spend enough time thinking how you will respond to the feedback. Thereafter, you should prepare to counter this feedback with a positive reaction. Avoid making excuses or justifying your behavior, you should not withdraw and try to understand the reason behind such a feedback, channel all your emotions towards a positive change.
Analyze the Result of the Feedback
Once you have received the results of the 360-degree feedback, you need to take out time to review the results. You will be provided with the qualitative, as well as the quantitative analysis. You should not let the tables and the number overwhelm you.
Your primary aim should be to surface the themes in order to make sure that you do not stick to a particular comment or number. If you find that you are unable to decipher some of the data or make sense of the result then you can ask the manager or an HR representative to help you out.
You need to keep in mind that everybody has some or the other aspect which has to be developed. You can be successful by making an action-oriented development plan. An individual development planning is actually a process which helps in identifying the training, experience, and various other activities which help in your development and job performance. The areas that you need to prioritize are based on the result of the 360-degree feedback. Here is an interesting read on choosing the right employee evaluation tool.