360 Degree Performance Management

There really isn’t an alternative when it comes to senior managers.

After all, why would peers, juniors or even seniors give frank feedback which pertains to helping the individual know his strengths and weaknesses?

While the senior managers may give feedback on their juniors, it has been seen that exercises where peers and juniors are called in to give feedback via a paper or face-to-face process, just does not work. People do not like to give feedback which they can be held accountable for.

 This is where our powerful 360 Performance Feedback system comes in.

It creates a completely voluntary and confidential process in which feedback which helps develop the most valuable talent in your company – the senior management – can be collected. This system is meant for senior management to obtain feedback from all sources – juniors, peers and seniors.

• Persons are voluntarily invited to give feedback – and they have a right to decline too. If they choose to give feedback they can be rest assured – that no one – not even HR teams or the ‘bosses’ can see the feedback. There is complete confidentiality.
  

• Feedback is collected on meaningfully defined categories which are relevant for senior managers – and this feedback is collated by means of an easy to read graph – i.e. a visual representation. This feedback is available to the top people in HR – so that an effective communication mechanism can be devised
  

• Practical aspects like having the right quorum of people to receive feedback from, ensuring that there is objectivity in the process of selecting people to give feedback, are taken care of.  The fact that the senior most layer of managers will not have seniors to give feedback – details like these are taken care of.
  

• So all you need to do is focus on how to generate buy-in and how to define relevant categories to obtain feedback for. And then go ahead and unleash the power of a 360 degree system to help build your most critical management layer – that of senior management.

Companies who really believe in building the top management layer – recognising that that’s what will create the leaders who will lead the growth – would find this system very useful.