360 DEGREE FEEDBACK + PERSONALITY

COMPLETED A 360 DEGREE FEEDBACK SURVEY? WHAT NOW?

The 360 degree or Multi-rater feedback remains one of the best ways to increase employee self-awareness, especially among managers. The subject gets invaluable insights into how they are perceived by others in their team / organization. They also get to compare the feedback with their own self-perception. Usually this leads to identification of blind spots and specific areas for improvement for the individual being rated. But how do they make sense of this information?

While 360 reviews give individuals a starting point for their development journey, many of the takeaways remain superficial due to a lack of context. Sure, the problem areas are identified and it is also understood if the problem is limited to particular situations or sets of people. But what people often don’t understand is how and why these problems have arisen. Without this critical piece of information, it is difficult for the individual to embark on making any meaningful changes.

The key, actually, lies in personality.

PERSONALITY – THE MISSING PIECE OF THE PUZZLE

An employee’s personality has a huge impact in the workplace, more so if he/ she is a manager. From everyday interactions, to setting deadlines, to giving and receiving performance feedback, to handling pressure – everything is driven by personality. Personality is even a key determinant of how someone will receive feedback.

An in-depth personality assessment helps discover an individual’s natural / default behavioural styles and innate motivational drivers – why do they behave the way do. The more insight you have into how you operate, the easier it is to determine what your best and not-so-great traits are – information that can be useful both personally and professionally. The results can also be used for self-reflection and for learning how to better interact with others in a team or work group.