Feedback is something that all of us want provided we really want to grow in our careers and any other endeavor but the whole review process can be filled with missed expectations, surprises or disappointment. Most especially when dealing with a seemingly difficult boss. Feedback session forms an important part of the performance management system so it is important to learn how to play the game so as not to affect sensibilities and further create enemies for yourself.
It can indeed be a nightmare if not done with a lot of diplomacy and tact. Irrespective of the line manager you have; whether a good boss or a bad one, 360 feedback sessions can be a great opportunity to share meaningful feedback. It is much easier when it is incorporated into the organisations performance review set up. With this employees can give feedback to their bosses and have protection against victimization and other unfair treatments.
Giving feedback to your line manager can be a very difficult experience. Obviously there are very good and positive traits about your boss; kindly let your boss know that you appreciate these things about him/her and then respectfully talk about the areas that needs attention for performance excellence. The good news is that the 360 feedback assessment period becomes arguably the only opportunity to constructively and professionally articulate and share all of those thoughts; with the surest best that it is within the confines of the business and not personal.
In some instances 360 feedback reviews may not be part of the normal review process; it may be treated as a special project to identify certain gaps in skills, behaviours and performance. The quest to undertake this exercise maybe an outcome of a major review of current trends and performance outcomes where an expected result was not achieved.
A school of thought believes that an anonymous 360 feedback exercise will help provide very candid and honest feedback; the purpose is to avoid the possibility of ill-treatment when the feedback doesn’t go well. To avoid all these anxieties why not give the exercise to a professional consultant?
Let’s consider the below means of communicating feedback to your line manager;
? Identify key areas needing change.
? Identify key areas of success.
? Be specific with your feedback
? Explain why you would like to see certain changes.
? Focus on solutions
? Be honest with your answers.
? Be constructive and professional at all times.
? Look into the future with your responses
? Don’t be afraid to give the feedback again in person when it was anonymous.
? End on a positive note with your response.
A much greater responsibility lies with the direct report to give a very honest feedback; remember that you will be helping someone to be better at their job and that you are as good as your boss. It clearly indicates that the employer has expressed its desire to improve on its practices and further invests in its people.
However, the only thing you can do is to be frank in your response. The employer can effect change only with the right information. Give the best feedback you can; 360 feedback session is not payback time and again desist from using it to perpetuate falsehood about your supervisor. Help your boss to succeed so you can share in the glory as well as building your own capacity for the future. Keep in mind that there is always relationship out of the office.
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(Via: NewsGhana)
