360° Feedback in a Digital Era

The 360° Feedback method has been around for about 30 years in business, as an annual and static review process. However, we are now in the Digital era. Work has changed. Not many processes take a year. We cannot afford to do so. We need rapid and continuous change. As a consequence we need to learn new skills and competencies. Do we have the talent and potential to do so? We’re wondering about its implementation in today’s digital era.

360° Feedback and Technology

The increased use of technology has resulted in remarkable growth in the utilization of 360° Feedback. It allowed for large volumes of data to be gathered and analyzed with improved accuracy. The advantages of Internet-based applications relate to a substantial improvement in communication and connectivity as well as in data quality.

Since digital revolution is disrupting the world we live in, not to mention how we work, there are networks of teams created, information has become available to everyone, the hierarchy is disappearing, and goals are changing. Knowing who you are, how others see you, and what you want is needed for improving your key competencies in today’s world, and they are personal agility and collaboration. Therefore, modern and improved HR instruments for 360° Feedback, such as Persona.fit, are developed by feedback experts, psychologists, and data scientists to implement the 360° method the right way.

Feedback: Turning Towards the Future

The digital era requires you to work in a network of teams and to learn continuously (acquire new skills and competencies.) Therefore, an open feedback culture is necessary, while leaders need to know how to deliver feedback not to hinder your employees’ learning. Telling people what their deficiencies are and showing them how to improve doesn’t help them thrive, but hinders learning. Much of the feedback provided through the 360° Feedback method focuses heavily on past behavior, but in reality, growth is about hidden skills, and talents employees don’t currently have but wish to learn and develop. Growth is all about future behavior.

To spark their learning, you shouldn’t be asking the Why questions – “What something didn’t work?” or “Why do you think you should take those actions?” Instead, concentrate on asking What – “What do you want to have happened” and “What are the things you could do right now?” That way, you’ll have your employees thinking about doing specific actions soon.

360° Feedback for Personal Development

Getting feedback from multiple sources is invaluable when it comes to personal (and career) development. It offers excellent insights into the areas each needs most to advance through learning and developing new skills.

  • Determine strengths and weaknesses

Since the 360° Feedback provides feedback on all aspects of one’s performance, it offers valuable insight into one’s strengths and weaknesses. Employees can use the input to create a plan for improvement.

  • Build on strengths

By knowing and understanding your unique strengths – patterns of excellence that already exist within you. And learning is all about identifying, reinforcing, and refining the skills and knowledge that’s already there (not about adding things that aren’t there.) With a thorough understanding of what an employee does best, they can keep on building on those strengths and strive towards excellence. People are often unaware of their strengths because they are behaviors that come more naturally and acquired without deliberate effort.

  • Better understand their position

Many employees often turn their attention to particular aspects of their jobs. That gets them to turn away from others in accordance with strengths/weaknesses and personal likes/dislikes. The 360° Feedback can help them bring their focus back to their organization position duties by including an assessment of their knowledge of their job.

  • Building a feedback-rich environment

Asking and providing feedback, communicating, and taking actions are the steps for creating a feedback-rich environment. With huge benefits that continuous feedback brings to everyone in the organization, a robust open feedback culture is crucial for the growth of each staff member and the organization as a whole. Also, people want it in real time because it enables them to learn on the spot. With the 360° Feedback and tools to support the process, everyone will get the opportunity to give and receive unbiased feedback. As we learn and work with others, our fit with the roles and culture of the team becomes essential.

For a successful utilization of the 360° Feedback, the process should be mobile-based as well as supported by data analytics on individual, team, and organizational level. LTP is one of the leaders when it comes to HR services, and they have taken an innovative approach to identify and evaluate insights and knowledge. Persona.fit, a modern-day performance appraisal app based on 360° Feedback, has been built by a dedicated team of HR and business experts, economists, and psychologists.

Persona.fit eliminates the possibility of taking feedback too personally and the emotional reactions that may stem from it. Nobody will have a specific face to be angry with and to blame. By reinventing the 360° Feedback system, the app can speed up the process of building an open feedback culture.

Jan Kwint

Jan Kwint

Jan Kwint is founder of Persona.fit and CEO of LTP. Through his work as an Executive and Consultant he has developed a strong interest in how a feedback culture can help develop individuals and teams. This is also part of a book he recently published on Psychology and Agility: ‘Ik ben Erica!’ (I am Erica!).