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The evaluation of leadership and management skills is an important tool for managers to measure their own performance. By means of a 360-degree feedback, they can examine their own performance and optimize it based on the survey results. A 360-degree survey is not only important for the company but also for the personal development of the manager.
With a 360-degree feedback, a manager can assess himself or herself and from different perspectives. This includes those of employees, supervisors, customers and project participants. If one or more perspectives are omitted in the survey, it is also referred to as 180- or 270-degree feedback. When including multiple perspectives, it is much more effective than having only one, e.g. only from the employees. This enables a complete picture of the own assessment and external assessment.
However, when making a 360-degree feedback assessment a distinction must be made between personality traits (independence, idealism, or conscientiousness) and skills (leadership skills, motivation of employees, goal fulfillment or conflict management). A manager’s personality should not be compared to his or her management skills. This does not lead to valid results. Management leadership skills include, for example:
The concept of a management survey, also known as 360-degree feedback, should include questions that target or should target the manager’s skills. Skills can be acquired but personalities remain personalities. In addition, leadership “know-how” does not automatically mean a successful leadership. Here, the success of a manager from which a company will benefit from counts, regardless of their style. Therefore, the 360-degree survey should only include the fields of expertise that are relevant to the manager`s tasks within the company.
The structure of a 360-degree feedback is more complex than a simple survey regarding catering offers in an employee survey. Before setting up the concept and questionnaire for a management survey, the goals must first be determined. It is also important to assess your manager according to his or her performance and not based on his or her behavior. A precondition for a manager is to have the skills required for the position. Does this person have the necessary experience and business-relevant knowledge to occupy the position? Or does the manager have to be trained in some of the areas to acquire the necessary skills? These answers can be obtained through a management survey.
Please note: A 360-degree feedback or management survey should never be used for negative judgment of superiors. Even if it is easy for a participant to “let off steam” due to the anonymity, the survey should not be misused to this effect. Criticism is permitted and also welcomed in order to optimize management. However, the manager should not get the feeling that he or she is being shown off. For such a project, the manager should always be the initiator themselves. The results should only be communicated to the personnel department or management after the manager has personally approved these.
Managers require specific skills to successfully complete their tasks. This includes their scope of duties and those of their staff. In addition to organizational tasks, analytical and technical background may be required to successfully lead a team. By using a 360-degree feedback, a manager can have his or her performance assessed by others and in doing so, detect deficits. Targeted training can then take place based on the results.
In addition to the necessary skills a manager requires, further skills may also be important, e.g. if the manager plans to occupy a higher job in management in the near future. In this case, the current skills may not be sufficient and must be expanded. The management survey is suitable for determining which skills need to be improved by using targeted questions regarding the required skills.
Without strong leadership skills, even the greatest skills of a manager are useless. It is their job to pass their knowledge and striven business success onto their employees and to continuously motivate them. Leadership skills can have a direct impact on the work environment. If this environment is unpleasant and rough, employees will most likely not be very interested in giving 100%.
In general, a basic rule for a 360-degree feedback is that the queried skills comply with the company goals. Adjust the concept of the questionnaire accordingly.
A 360-degree feedback will result in the following possibilities and goals:
Here are a few tips on how to create a survey on the subject of "360 degree feedback" and how to record skills: