Updated: Sep 28, 2020
How 20/20 Vision of Your Team Can Help Your Practice Grow
They say hindsight is 20/20, but how are you learning about your hindsight? 360 Feedback is a fantastic way to learn more about how your team is working together toward your organizational goals. Today we learn more about the elements of 360 feedback. We also have a free worksheet to start building your system!
Get the Worksheet HERE.
360 Feedback - An Overview
360 Feedback includes regularly scheduled meetings to understand how your employees feel about their own progress, their experience working with their team, and their experience working with you. The recurrence of these meetings is ultimately up to you and the size of your team, but monthly or quarterly reviews are recommended to keep goals manageable. 360 Feedback helps you understand how your team is working toward your organization’s goals while fulfilling their own goals.
360 Feedback helps you understand how your team is working toward your organization’s goals while fulfilling their own goals.
By learning about employee strengths, managers can understand where employees are most productive and save time and money allocating tasks more appropriately.
Why it Works
360 Feedback can help your employees feel accountable for their actions. When they know that they are accountable for their actions, they can dedicate themselves to doing the best work then can. It’s not as if they’re “always being watched”, but they understand how their actions play into the bigger picture of your organization.
they understand how their actions play into the bigger picture of your organization.
360 Feedback is a team tool. Team engagement can only happen when everyone is on the same page, and your practice can achieve this through a deep understanding of your team as a whole.
360 Feedback is a team tool
How do team members react to work stress? What are the kinds of incentives that speak to their motivations? Are you helping your team members be the best they can be? Learn more about different team engagement tools here.
Imagine if all of your employees were amazing leaders (perhaps they already are!) Leadership comes in many different forms, but 360 Feedback can serve to develop leaders of all kinds. This system can not only help employees inwardly reflect but also help develop their team around them.
It Takes the Pressure Off
In 360 Feedback, feedback is a two-way street. Employees have ample chance to share their own concerns rather than feeling like they’re entering a danger zone with the spotlight on them.
How to Implement Your 360 Feedback Plan
Try to introduce your plan during your morning meetings! Try to avoid a mass email if you can - 360 Feedback is an invitation to be candid, and personal touch will help you gain more honest feedback. Explain to the team why the process works, and what kinds of practices you will avoid as a team.
360 Feedback is an invitation to be candid, and personal touch will help you gain more honest feedback.
Also, share how you will implement the plan and how often. Lastly, assure your team that their responses are completely confidential and will remain between you and each individual person.
3 Parts of the Plan
We’ve created these worksheets to help you get started! Your 360 Plan has 3 main sections: team member reflection, team reflection, and team leader reflection. You could either send this form to them to fill out and then meet individually to discuss their answers, or you could ask them these questions directly to allow more room for discussion!
Team Member Reflection
Ask questions that allow them to rate their different strengths and weaknesses on scales of 1-5. Ask them about working with others and how they prefer to communicate. Your goal is to get a 360 view of each person’s goals as well as their perceived strengths/weaknesses.
Next, you’ll ask them about their team members. Using a similar scale system, your goal is to gain insight into how the team is functioning as a whole. This is how you’ll assess each individual’s perceived strengths/weaknesses versus their colleagues’ perceptions of their strengths/weaknesses.
Team Leader Reflection
Lastly, inquire about how you, as the manager, can improve. Address questions on communication, workload, personality, and more to assess how you can become the best leader for your team.
Get Your Free Worksheet HERE
Not Creating Specific Goals
Once you identify areas of growth, make an action plan of specific ways they can improve. This can be a list of 3-5 methods. Here’s a worksheet that might help!
Focusing Only on Negative Feedback
If I told you 5 great things about you and 1 bad thing, chances are you will hone in on the 1 bad thing. Create a positive environment of constructive criticism for your team. Help your team learn how to give feedback appropriately as well as take it constructively!
Not Taking the Time to Build Your Program
Every office is different, and every team has different needs. The front end might feel time-consuming, but if done correctly, 360 Feedback will be a valuable tool for your practice. The more insight you can gain, the better!
360 Feedback is a great tool to understand the big picture of your team. We’d love to help, too! Contact us today for a free 1-on-1, and we can chat about how to implement a cost-effective 360 Feedback system so you can level up your practice!
Get Your Free Worksheet HERE
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