The 360 degree feedback tool has been voted in the top tools for
talent management in the CIPD Learning and Development Survey for a number of
years. We are now witnessing a broadening of the use of peer feedback in
the workplace. History tells us that 360 were first used in the military
during WWII but it was Esso who first used 360 to gather information about
employees more than sixty years ago. It was some four decades
later that 360 became popular but was still the reserve of those on the leadership
trajectory.
Now
we are seeing a growing number of employers not least General Electric who were
the stalwart’s of the traditional performance appraisal as well as Microsoft,
and Accenture shifting from a top down performance review to a ‘crowd sourced’
process where feedback is gathered in real time from multiple sources including
peers, direct reports and managers providing a more balanced assessment. It may
well be the technology companies who are moving quicker but where these
goliaths lead others are likely to follow.
The
process of gathering peer feedback is increasingly enabled by technology, gone
are the days of sending out paper based questionnaires, cloud-based platforms
and apps are quickly becoming the norm. Gamification technology is also
playing a role where users can see through mobile apps the feedback received
and track how they are progressing.
Peer
Feedback has a number of benefits not least it can increase participant’s
self-awareness, build commitment to action and increase learning transfer.
To find out more contact us on enquiries@matrixuk.com
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