Peer Feedback beyond 360
The 360 degree feedback tool has been voted in the top tools for talent management in the CIPD Learning and Development Survey for a number of years. We are now witnessing a broadening of the use of peer feedback in the workplace. History tells us that 360 were first used in the military during WWII but it was Esso who first used 360 to gather information about employees more than sixty years ago. It was some four decades later that 360 became popular but was still the reserve of those on the leadership trajectory.
Now we are seeing a growing number of employers not least General Electric who were the stalwart’s of the traditional performance appraisal as well as Microsoft, and Accenture shifting from a top down performance review to a ‘crowd sourced’ process where feedback is gathered in real time from multiple sources including peers, direct reports and managers providing a more balanced assessment. It may well be the technology companies who are moving quicker but where these goliaths lead others are likely to follow.
The process of gathering peer feedback is increasingly enabled by technology, gone are the days of sending out paper based questionnaires, cloud-based platforms and apps are quickly becoming the norm. Gamification technology is also playing a role where users can see through mobile apps the feedback received and track how they are progressing.
Peer Feedback has a number of benefits not least it can increase participant’s self-awareness, build commitment to action and increase learning transfer.
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