The reason
Why 360 feedback
Most of us have only a rough idea of how we come across. A 360 round asks the people around you, from every side, and gives you a clearer picture.
Why it's hard to see yourself
People rarely tell you directly how you come across. Colleagues are polite, busy, or unsure it's their place. You judge yourself by your intentions; everyone else only sees what you do. And one manager's view, however fair, is one view from one angle.
Four perspectives, four different pictures
Each group sees you differently, and each sees something the others miss. Often the most useful part is where their views agree, or where they don't.
- LeadersYour results, your judgement and how you handle pressure.
- PeersHow you work with people you have no authority over.
- TeamYou up close, every day, including when things go wrong.
- ExternalHow you come across to people who don't have to work with you.
Why two people who will challenge you
The people you get on with best tend to confirm what you already believe. Someone who finds you hard to work with, or sees you at your least effective, can show you what others notice but don't say. That's why we ask you to include at least two. Nobody records who they are.
Why no scores
There are no ratings or scores anywhere in Feedback Assist. Numbers invite argument and comparison: is 3.8 good? Better than last year? Words invite understanding: what people notice, the effect it has, and what would help.
Why a mentor reads it first
Raw feedback can be blunt, and one sharp comment can drown out twenty kind ones. Your mentor reads everything as written, without names, and shapes it into a fair summary, so you hear the patterns rather than the loudest voice. Then they talk it through with you.
What to expect
Some of it will be uncomfortable. Some will surprise you. Some you'll decide to set aside. That's the point: you asked to see what you can't see alone, and what you do with it is up to you.