360 appraisals aren’t just a good way to find out how others truly see you, they also tell you whether your own self-perception in terms of your professional personality is accurate.
It may seem surprising but when it comes to the self-assessment part of a 360 appraisal, most of us are pretty close when it comes to evaluating ourselves. In our experience, many of the people who take part in our online 360 appraisals already have a good idea what their strengths and weaknesses are.
If these are then confirmed by colleagues independently then it’s easy to identify next steps when it comes to training and career progression.
If however an employee evaluates themselves significantly lower – or higher – than their colleagues actually rate them, this flags up an opportunity for HR departments and learning and assessment managers, allowing them to tackle the employee’s low or unjustly-high self confidence.
One of the main purposes of 360 feedback is to empower employees to take control of their own career and progression. If someone thinks they are doing extremely well, when in fact there are areas that need improvement, 360 appraisals will tell them this from multiple perspectives – avoiding the issue of an employee feeling like they are being singled-out.
Likewise, if someone doesn’t have much confidence in their ability, yet their colleagues think the opposite, being told that actually you’re much better than you think you are will give them a much-needed boost. Or it might point the way to other interventions like finding a more challenging role for that individual.
Remember that 360 feedback is a wholly positive exercise – it isn’t designed to point out an employee’s shortcomings and failings, it’s about telling someone how they can be better at their job and giving them the necessary help to improve, whilst also identifying areas where they already excel.