360-degree feedback - Case Study Example

first Institute: 28 February 360-degree feedback – Case Study How is 360-degree feedback used at Landon? How should it be used? At Landon, the supervisors collected 360-degree feedback for all the employees. The 360-degree feedback included feedback from three ways: downward from supervisors, upwards from subordinates, and feedback from colleagues and clients. Downward feedback is the feedback received from direct supervisors and also superiors from other areas. Upward feedback is the feedback received from individuals who are either directly reporting to the person who is receiving the feedback or feedback from other people in the lower hierarchy. The last one is feedback collected from the people at the same level i.e. peers, clients, and/or colleagues. At Landon, the 360-degree feedback is used to get feedback so that employees can work on all developmental areas; however, they are not appraised based on this feedback. Yet, 360-degree feedback is believed to be critical for the organization’s performance. . Ideally, 360-degree feedback is collected to assess the performance of a supervisor or an individual in terms of people management, process and client management. Also, 360-degree feedback helps to understand personality of the individual and perception that peers have on the individual. It would be a good practice if the names of the feedback providers from downward, upward & from peer groups are not disclosed to the feedback receiver. In the present case, Sam shares the 360-degree feedback report with Alex along with the names of the people who provided the feedback. This is one of the reasons 360-degree feedback is not accepted by people and/or people hesitate to provide an open and honest feedback, especially when the feedback is for someone at higher level. The 360-degree feedback should be explained to everyone so that everyone understands the concept and purpose in the right manner. This can be further improvised if the feedback is backed up with strong data or information. Based on Alex’s notion about .360-degree feedback, it is clear that he is not fully aware of its importance in helping him perform better. Alex is unaware of the impact each feedback plays in helping him grow to higher levels of leadership. Therefore, he should be educated about the significance and purse of 360-degree feedback before providing feedback collected so that he conditions his approach to receiving the feedback with an open mind. 2. What behaviors by Alex are having the greatest impact on the 360-degree data? Alex’s performance and behavior enticed positive and negative feedback from all groups that provided feedback. Firstly, Alex is recognized as an aggressive performer with high career aspirations. His strong educational background and little work experience that has been so successful have contributed to the aggression and the drive to achieve every milestone. This drive further reinforces Alex’s commitment to work and encourages him to work harder. His efforts to go extra mile is well appreciated and does whatever it takes to achieve his goal. Alex expects the same commitment and efforts from his subordinates as well. Alex’s confidence gained through immense efforts and utmost commitment is very evident based on the feedback received. He is recognized as very impulsive because his subordinates feet that he is not good listener. In the sense, he always provides instructions, but does not seek others opinion or ask for their inputs on business-related matters. Moreover, his aggression causes him to react impulsively, which the team members as well as peers feel is overpowering and ill treating. Similar feedback from his peers makes him less approachable; however, his immense knowledge and tactful dealing with business challenges makes him a popular and desired employee. It is evident that Alex Sanders is aspiring for higher roles in the leadership position and greater achievements. The 360-degree feedback from his superiors, subordinates and peers has much learning for him. The feedback indicates that Alex possesses autocratic leadership because of his directive behavior and aggression. He did not encourage participation from his subordinates in critical business matters, instead ordered what needs to be done. The feedback indicates that he does not accept others weaknesses and work with them to overcome the weaknesses; instead, plunges into the activity himself in order to complete the task on or before time. Alex has very little patience when it comes to dealing with others or having to coach or mentor subordinates, and this is not a good quality in leadership role. He does not understand or accept that the motivational needs for each individual differ and that these needs need to be addressed in order to derive optimum performance as well as keep others motivated to perform. Alex is highly self motivated and would go to any extent to achieve the tasks he desires to achieve. His self motivation makes him highly energetic and also highly stressing on his subordinates and peers. For this reason his team members felt over worked and stressed. They felt their abilities were seldom recognized, though Alex gave credit to those who deserved. Alex is more inclined towards achievement and completion of tasks; he paid least attention or disliked those that required additional attention or guidance to perform. He was not aware of his team members’ strengths and developmental needs. Alex’s management style was highly directive and at micro level. His team members were not given opportunity to take any team decisions. His instructive behavior did not provide them opportunity to work independently or innovatively. Overall, Alex’s aggression, commitment, confidence and motivation, creativity, learning attitude, honesty and positive attitude have attracted appreciation from superiors and clients; on the other hand, his overwhelming self-centred attitude, lack of patience, arrogance, and lack of people-centered approach provide a very significant idea of areas for development. 3. If you were Sam Glass, how would you handle the 360-degree feedback with Alex? What should be done going forward? The whole purpose of 360-degree feedback mechanism is to help employees identify their strengths that are working well in the business and developmental areas that need to be improved further. Very often, positive skills and behaviors produce good results in the short term, and hence individuals do not focus on identifying the negative aspects of their competencies. These negative aspects tend to surface or show their impact at later stages, which results in non achievement or unsuccessful outcomes. Using 360-degree feedback, strengths and developmental areas thus identified can be very helpful for individuals to modify behavior or acquire new skills that can help them grow further. Therefore, understanding the essence of this feedback mechanism is very important for its effective implementation. Firstly, I would explain the essence of 360-degree feedback to Alex and all other employees. After gaining confirmation and confidence that the employees have understood the mechanism and its purpose, I would implement the process. Going forward, Sam should facilitate an orientation program on 360-degree feedback process for everyone in the organisation so that people understand its significance and the impact it will have on their careers. This will also help in making everyone provide honest and open feedback, without any fear or hesitation. Sam should help Alex understand the importance of leadership as he grows and takes on greater responsibilities. Sam should help Alex in understanding the importance of managing his people well and he should help Alex in becoming a participative leader from autocratic leader because the current business requires creativity and involvement from almost every member of the organization. Sam should teach Alex on how to groom his team members and how to delegate his tasks. Sam should help Alex in understanding each of his team members’ strength and weaknesses. Alex should be taught on how to become a connected leader and how to motivate and groom his team members. Sam should make Alex understand the importance of building a successful team. Alex should be coached on work life balance sessions. Alex should be given the instructions to prepare his team to deliver the results rather than he is micro managing his team. These activities will not only help Alex learn the nuances of leadership role but also understand the significance of 360-degree feedback. Read More