Who’s Feedback Should Count (or NOT) in 360-Degree Feedback by Sandra Mashihi - Envisia

Note From Jim:


Trying to process advice about your performance? So whose feedback matters most, especially when it's conflicting? Sandra Mashini will help you reconcile this question. Follow the link below.

by Sandra Mashihi

Excerpts:

Self-ratings are typically weakly to moderately correlated with other rater perspectives with greater convergence between peer and supervisor ratings (Nowack, 1992). It seems intuitive to expect that some differences in perspectives will occur across rater groups. According to Ken Nowack, Ph.D. in his 2002 and 2009 publications, the following patterns of perceptions exist between raters:

Direct reports tend to emphasize and filter interpersonal and relationship behaviors
Superiors tend to focus more on performance-oriented behaviors
Peers tend to be most accurate at predicting future leadership potential

These rater group differences cause confusion in the interpretation of 360-degree feedback
Discussing the differences between rater group perceptions led to the revelation of an underlying issue

So, as a lesson, all variations of feedback results can provide meaningful insights and lessons. In fact, a core learning message may be revealed regardless of whether there are differences or similarities between perceptions of different raters.

“Not everything that can be counted counts and not everything that counts can be counted.”- Albert Einstein

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