A 360-degree feedback

A 360-degree feedback

A 360-degree feedback is a sort of feedback in which participants receive anonymous input from others, typically from the same workplace (Chappelow, 2004). Since no one is required to sign their name, this technique of gathering input encourages candid feedback. Just having the target person and addressing the issue at hand is all that is required of an individual. It can be both difficult and simple to be chosen to participate in a survey that asks for comments (London, & Beatty, 1993). To provide our close acquaintance at the work station with 360-degree input, close friend at the work station. However, it will be essential to find ways of giving some constructive feedback regardless of the few problems the individual might have.

Providing Constructive Feedback

One of the means that can be used is by stating one of the positives that are tied to the individual. After getting this, I can introduce the problem that the individual has on meeting deadlines. After mentioning the problem, I can relate the solution to the problem with the positive action that I had stated earlier (Edwards & Ewen, 1996). The individual will be able to create a means through which he can incorporate the advantage in order to solve the problem. The individual can also choose to create a time schedule that they might use. I would highly recommend this to the individual in order to assist them to manage their time well. The idea of relating the problem to the advantageous part of the individual will allow the individual to make good use of their skills. With the recommendation of a time schedule, it will add to the chances of the advice and choices given to being a success.

References

Chappelow, C. T. (2004). 360-degree feedback. The Center for Creative Leadership handbook of leadership development, 2, 58-84.

Edwards, M. R., & Ewen, A. J. (1996). 360 ̊ Feedback: The Powerful New Model for Employee Assessment & Performance Improvement. Amacom.

London, M., & Beatty, R. W. (1993). 360‐degree feedback as a competitive advantage. Human Resource Management, 32(2‐3), 353-372.