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The Role of the Person Giving Feedback

360 degree feedback is often sought by an organisation from internal and external people related to a business that have a working relationship with the manager. These people have a deep understanding of the manager and how they work.

When choosing people to take part in 360 degree feedback, it is important that the business considers people who they believe will be comfortable in participating in giving feedback - as well as giving relevant information. If some people are wary in giving and participating in feedback, it’s a telling sign the kind of working relationship the manager has with internal and external people of the organisation.

When giving information, it’s important that the participant provides honest and non-biased feedback. If a participant feels that they can’t answer a question adequately, it’s important they make the organisation aware of it rather than answer the question half-heartedly, as the feedback may be misleading.

Gathering information

The nature of the feedback may affect the way that the information is gathered and presented. The way that feedback is given can be affected by things such as the supervisor and manager agreeing that the feedback is best delivered straight to the party in question or, if participants feel uncomfortable that their feedback may be identifiable, given directly to the manager concerned.

It’s important that when collating feedback that it’s done in the appropriate manner to ensure that the person giving feedback is comfortable. This in turn will aid in providing the most valuable and relevant information.

How is 360 degree feedback used?

Throughout the feedback process, there are four key points to ensure successful feedback:

  • Make sure that the manager concerned promotes self-assessment and reflection to the people receiving feedback.
  • Recognise that feedback received is only one of many possibilities for feedback.
  • Identify possible broad implications of feedback rather than specific statements or points.
  • Recognise both strengths and weaknesses so that areas in need of improvement may be identified.

Although the feedback process requires confidentiality, the manager and supervisor may find that it is appropriate to include other relevant parties when discussing the 360 degree feedback results and how to pursue future goals and opportunities. All parties involved must agree and understand that all feedback discussed is confidential.

Without people giving feedback, there wouldn’t be any results. It’s important that participants understand the importance of the role they are undertaking and how the information will be used. This makes sure that the information received is valuable to your business and that it identifies business strengths and weaknesses that enables growth.

Full Circle Feedback

By Fiona Lang|Jun 14th, 2013| Communication | 0 Comments

About the Author: Fiona Lang

Fiona Lang
Fiona Lang is an experienced human resources consultant, line manager and financial controller. She has designed and delivered feedback, training and development programs for organisations in the government, non-profit and corporate sectors. She has worked across Australia in management positions for ANZ bank, Citibank and the National Australia Bank Group. She holds a B.A. (Psychology) and Dip.FP.

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