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Perception or reality? 360 degree feedback reviewed

One of the most ubiquitous performance measurement tools in the HR arsenal is the 360 degree feedback review, sometimes referred to as the Lominger 360, after its developer. While it yields a wealth of information on a wide variety of performance indicators, it is important to remember that the 360-degree assessments (direct reports, boss, superior etc.) are subjective - no less subjective than the ‘self’-assessment. Whenever there’s a discrepancy between how the individual sees herself, how her direct reports see her, and how the boss sees her - the key to understanding and acting is contained in the verb ‘see’.

To keep a 360 degree review in perspective, what it measures is not performance, but perception of performance.

The saying goes: "There is no reality, there is only perception", so changing the perception equals changing the reality. It is not enough to do one’s job well - one must be seen to be doing it well, before a positive review can be expected. Which brings us to the question: How do you change perception? The answer: by changing the way you communicate about your performance. By being more conscious and purposeful when you communicate about your performance. And finally, to take ownership of your achievements.

Let’s start with the last point: taking ownership of your achievements. We all know “There is no I in TEAM”. But if you are the leader of that team, what you do and how you do it, and how you lead that team to success is all about YOU. Too often I hear successful, accomplished managers downplay their role in the team’s successes. Women, in particular, are prone to declaring each success ‘a team effort’. (I am aware that some might consider that a sexist statement; that doesn’t make it less true)

Learning how to highlight your role, and its contribution to a success, is perhaps one of the most important aspects of ensuring that your boss’ perception of your performance matches your own (or better yet: exceeds it!). If you can keep your boss in the loop of how you are directing and influencing the efforts of your team, and can articulate how you made a crucial difference - there will be no ‘mis-perception’ of your performance. This is one of the key areas where a strong mentor or an executive coach can help.

Last updated on May 19, 2009 at 10:26 AM
Category: Leadership Development Retaining & Motivating Human Performance Improvement Team Role Dynamics
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