360 Degree Feedback- Benefits and Pitfalls

Receiving feedback gives us an opportunity to change and modify our behaviour, in order to become more effective at skills.

Eunson (2012) states feedback is a two way communication between a sender and receiver that encourage a response. Constructive feedback is information specific, addressing issues or concerns that are based on factual observations and performance organisation orientated goals, not personal feelings (Baron, cited in Sommer and Kulkarni 2012). Constructive feedback aligns performance through praise or criticism (Baker et al.2013). Given in a timely manner, being aware of body language, tone and avoiding confrontational words demonstrates constructive feedback (Eunson 2012). Levett-Jones and Van De Riet (2015) suggest development of trust and respect between nursing colleagues can occur with open, direct and honest communication. Baker et al. (2013) maintains the importance of constructive feedback delivered with supportive suggestions ensures greater effectiveness in communication and encourages positive learning performance as an outcome. Baker et al (2013) emphasises that frequent and timely constructive feedback builds trust, reducing formality encouraging a feedback friendly organisation. In contrast, feedback not applied constructively or in a timely manner, causes anxiety and perceptions of a one way conversation, leading to feelings of mistrust and bias in the process (baker et al. 2013). Sommer and Kulkarni (2012) suggest that ways to avoid negative impact are through use of scheduled performance and appraisal development meetings. Baker et al. (2013) suggest implementing mentoring novice program, providing learning opportunity while establishing good interpersonal relations. What is more, constructive feedback is also very useful in Nursing. As stated by Ali (2013) a benefit of constructive feedback is increased reliability in employees. Through use of structured performance

It gives the opportunity to provide structured feedback and reflection and recognise ay achievements as well as identify any performance issues.

Feedback is perceived as more valid and objective, leading to acceptance of results and actions required (Michael Armstrong 2009:646).This implies

If the feedback is questionable then it becomes useless because it is not trusted. Positive and negative feedback will be more readily accepted if it is kept even, if it is more of one then it may not be received well by the learner for reasons that become obvious within the learner’s behavior or work.

Feedback is important as it sets up targets; the person knows what to improve. It motivates people and helps them to focus. It helps identifying the strengths and weaknesses. It expresses what is important to the organisation and the job and reduces uncertainties in people.

Self-awareness involves the ability to understand and evaluate your own emotions through reflection, self-comparisons and feedback from others (Steiner, 2014). Self-awareness aims at enhancing self-knowledge, behavioral, and emotional improvements, and accommodating weaknesses (Steiner, 2014). It allows individuals to understand how they think, behave, and respond to situations that they encounter. To achieve this, feedback from other people is required. People who are self-aware are self-driven, resourceful, eager to learn, self-motivated, and problem-solvers. They also portray independence of self-concept (Steiner, 2014). Self-awareness helps an individual to practice effective self-management.

The feelings of others are usually unknown, and when told can cause tension between the people who conversing. I picked receiving feedback as my assignment since I am curious by nature, and felt it would be interesting to see what the people close to me think of my actions and my personality. I had my husband, brother, best friend, mother-in-law, and sister-in-law answer the feedback questions that were given.

Like any capable instrument, it should be utilized with care so as to determine every one of the advantages. Here are seven proposals for maintaining a strategic distance from issues.

In their article “Teaching the Art and Craft of giving and receiving feedback, Harms and Roebuck suggest that in every work environment, the process of giving and receiving feedback is very vital in addressing the performance of employees and managers. They claimed from their research that in view of the fact that there is no stipulated guideline in proving feedback, the use of a qualitative and quantitative form of feedback mechanism should be incorporated in daily learning by students. Harms and Roebuck suggest that emphasis should be placed on ensuring that feedback is a two-way communication (Krug, 1998, cited in Harms and Roebuck,

Different feedback strategys have been used as efficent tools in the promotion of progress and improvement in the professional world (Baker, A. Perrault D. Alain, R., 2013). De Janasz et al. (2014) explains some positive outcomes that result from shariying, asking and getting feedback from others in within a workplace; such as improving and reforcing employee relationships, enforcing a gainnful comunication, promoting teamwork, and increasing the performance of employees. Specificly De Janasz et al. (2014) develops the idea that providing constructive feedback, sustained by strong interpersonal communication skills, enables the individual recognize their strengths and wiknesses in a clear and non risky way, in order to look for the most accurate plan to improve, and obtain significant and necessary behavioral changes. Everyday Feedback as part of an organization strategy help employees feel confident about their possition and process inside the company, and promotes a clear path to achieve personal and organizational goals (Baker, A. Perrault D. Alain, R. (2013); citado en Levy and williams,

Therefore, feedback is designed to provide useful information to participants to help develop and improve them as leaders. It should not be used to hurt participants or make them feel bad; however, feedback is needed for improvements and coaching in order to move them to the next level. According to Hughes, Ginnett, & Curphy (2015) “The skill of giving constructive feedback, however, inherently involves actively giving feedback to some else. Getting helpful feedback is essential to a subordinate’s performance and development. Without feedback, a subordinate will not be able to tell whether she’s doing a good job or whether her abrasiveness is turning people off and hurting her chances for promotion (p.444).”

360 degree feedback system as a performance evaluation tool as long as the understanding of its intent is understood. “There are three key steps in the successful implementation of 360 degree feedback systems in an organization. The three steps are that it must fit the organizations culture, make it psychometrically sound, and used with care” (“Best Practices”, 2012). It is also important to train the feedback providers to be sensitive, respectful and polite. Treating employees in a friendly and respectful manner and offering constructive advice will make them more open to accepting the performance

In an article from the U.S. Office of Personnel Management [OPM] (n.d.) it stated that “without feedback, you 're walking blind, at best, you 'll accidentally reach your goal, and at worst, you will wander aimlessly through the dark, never reaching your destination.” Feedback is a critical element in a managers “toolbox” when evaluating employees. It gives an employee a view of how good or bad their previous performance was and what or if they need to improve in their performance. It also reduces

Dennis Lehane’s novel, Shutter Island (2010), is about a man that was living one life when in reality he was living a totally different life. Many times, people as well as leaders are living a life in their mind that maybe different from what actions they are carrying out or what others think of them. A method to determine if you are performing to the level you believe you believe you are is to have the opinion of others. For example, you may look in a mirror and see yourself and you appear great, when someone sees you they notice the hair you cannot see is out of place. Without their feedback, or notification, you would be unware of the messed-up hair you cannot see from where you look. Getting feedback from others at your level, above your lever, and below your level will give you what is called 360-degree feedback. (Heathfield, 2017). National College for School Leadership gives us a tool to use giving us a chance to receive 360-degree feedback to determine if our image matches what others see.