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360 Feedback: Feedback from Subordinates

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Getting feedback about your leadership and managerial methods is absolutely vital to improvement. It offers insight in to how your employees perceive you, where you excel, and where you may be falling short, but it isn’t all that easy to obtain, as many employees are hesitant to criticise their superiors. This is one of the reasons our 360 feedback surveys operate anonymously.

There have been differing methods of gaining feedback from subordinates. Julius Caesar was well-known for touring the front lines of his army, intent on rallying the troops, ensuring that they knew he was fighting alongside them, and evaluating the performance and feedback of his generals first-hand. He knew that staying personally on top of any issues, and knowing the inner workings of a team, is vital to effective and productive management.

Asking your employees for feedback directly, and often, creates an atmosphere of communication within the group. Encouraging broad and inclusive discussion keeps issues out in the open, and allows them to be fleshed out immediately among each stakeholder or worker within a project.

There are psychological elements as well. Asking for feedback makes your employers feel as though they are active participants in the management of the firm, by taking their accolades and criticism seriously, and adopting them in to their routine. This invokes a team attitude, and encourages them to work like stakeholders in league with the company.

At Leaderskill, we believe constant improvement is the path to greater success. Our 360 feedback allows your managerial staff the chance to learn from their subordinates, and take these lessons on board.

Contact Leaderskill to access Australia’s finest leadership resource team at 1300 769 909.

360 Feedback

The methodology behind offering employee feedback has changed considerably in recent years. Far from the top-down method of yesteryear, when only immediate managers were offering their judgement of a workers’ performance, this process has been altered as more stakeholders have had their input heard. Managers have realised the importance of gaining a better picture of their worker, and what they have to offer, in order to make them happier and more productive on the job.

A more detailed picture of an employee helps to uncover the best usage of their talents and particular skill set. 360 feedback is perhaps the finest application of the methodology which lies behind forming this detailed picture. Using a wide variety of sources, from co-workers to direct and indirect management, to the employee themselves, works to offer the company a wide range of examples of the contributions and preferences of the employee. It departs from any squabbles between the employee and his managers. In short, it paints a far more detailed picture.

At Leaderskill, our wide body of experience has confirmed our devotion to this particular method of feedback. We have seen its effectiveness across hugely diverse corporate and social groups, and we don’t believe that our faith in 360 feedback is at all misplaced. We maintain a devotion to the concept that a satisfied employee will work at their personal peak, and the first step to finding their happiest niche is to understand them.

Whether you are a newcomer to this method of employee engagement and improvement, or simply ready to reemploy it, Leaderskill has your employee engagement ready. Let us transform the way you gain insight in to your employees.

Contact us today.

Contact Leaderskill to access Australia’s finest leadership resource team at 1300 769 909