22nd September 2019

Welcome to the second episode of the HR Uprising Podcast Series aimed at forward-thinking HR; L&D and O.D. professionals who want to make a real difference in their organisations by delivering real lasting value, elevating the way HR is perceived.  The #HRUprising is a growing community that values learning through collaboration, taking evidence-based action and helping others to have the confidence and skills to rise up and be counted.

This episode: The Pros and Cons of 360 Feedback

In this episode, Lucinda explains the pros and cons of 360 feedback and why it isn’t necessarily the panacea that many consider it to be, in fact, it can be fraught with pitfalls. She explains:

  • What 360 feedback is
  • When it works well and how to avoid common pitfalls
  • What kind of cultures or situations are most suitable for 360 feedback
  • A structured process to follow if you are delivering 360 feedback personally.

Like any other tool, there are pros and cons. Lucinda has been using the 360 Feedback Program with various clients, and she emphasises that it requires commitment and should always be developed over time. It also depends on how big your company is and what outcome do you want to get from it. Discover how you can effectively implement it in your organisation and its whole process when you tune in.

Next week’s episode is on – Demystifying O.D.

Remember – When we look up together, we rise up together!

Key Takeaways

  • What is 360 Feedback? It’s a process of obtaining feedback from a variety of sources. You get it from your managers, your peers, your customers, etc. 
  • People involved need to know when their feedback can be identified and when it is anonymised
  • 360 Feedback Programmes are high stakes and MUST be managed well so people can learn to trust and be honest in providing their feedback.
  • How do you build trust?
  • When is 360 Feedback risky?
  • Setting the scene for delivering 360 feedback
    • Ask for their expectations.
    • Remind them that there’s been a lag and it’s a snapshot in time.
    • Take note that people rate differently. Learn about the pattern of how they answer.
    • Thank the people that will be participating/participated.
    • Make sure that they are specific takeaways.

Best Moments

  • “You build trust by being consistent, and delivering feedback in a consistent, safe way.”
  • “Perception is a reality in someone else’s mind.”
  • “People are still given time and effort to complete your term.”
  • “Make sure that they commit to some actions that they want to go forward with.”
  • “360 feedback is a powerful tool, but it can be a bit risky if your organisation isn’t mature enough”

Valuable Resources

About The Host

Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together.

“If you look up, you rise up”

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