We have a corporate process where "360" feedback is requested on a quarterly basis accross the business. I have been asked for feedback on my boss from one of our VP's, nothing sinister that I am aware of just part of the normal prep for our annual review processs.
How do I approach this?
The request asks for honesty and area he can work on, and that the aim is to identify development activities. It also asks for positive feedback and can be confidetial (which we know is nexdt practical)
I take from casts about feedback that avoid feedback to your boss is paramount but I expect I will come under some pressure to provide something and the focus will be inprovements.
The normal structure is around three points
- Keep doing
- Stop doing
- Start doing or change the way they are doing
I have top repond before the end of August so time is ticking.
Thanks
360 Reviews Cast
The cast covering 360 Reviews is in the Career Tools Feed:
http://www.manager-tools.com/2009/05/360-reviews-providing-input
Mark and Mike present the Manager Tools advice in the first three minutes of the cast and then go into detail after that.
The general guidance of the cast is to minimize risk. The cast discusses: anonymity is hard to guarantee, be cautious in your written comments, and consider your relationship with your boss (among other points.)
Anonymity
"anonymity is hard to guarantee"
Anonymity is impossible in my opinion. When I was just starting my professional career, I was given the opportunity during a triennial inspection by higher ups to provide "anonymous" feedback on my supervisor. I went on a diatribe regarding his lack of ability to delegate, insensitivity to employee issues, etc. If that wasn't enough, I went on to provide "feedback" about my skip. I was surprised when my supervisor and skip called me on the carpet after the inspection team left, a written transcript of my "anonymous" comments in hand, and proceeded to label me as "the biggest morale issue in the office." Ouch. I later realized my boss was actually one of the best I've ever had, though I never quite patched things up with my skip. Chalk that one up to immaturity.
My take? Don't say anything you'd be afraid to say directly to your boss. Keep doing: what you like. Stop doing: generally acknowledged weaknesses of minor import. Start doing: some new idea they're already considering or could easily move to.
Granted, I was burned pretty bad in my experience. Anyone feel free to chime in if you think I'm wrong.
--Steve
(DiSC 5435)
Watering down
I listened to the 360 feedback cast again and even so I think I am going to have to give some feedback, as I thnk the skip knows we well enough to approach me directly if I do not and my boss will expect to see something as I beleive he will want feedback with a real desire to improve.
This said I want to water it down as much as possible and wanted to know what I can do with out it appearing that I am doing so.
Thanks
Late I know but thanks for your advice.