What 360 Feedback is really about..

In many startups and tech teams, 360 feedback often gets rolled out as just another way to measure performance. But if you’re only using it to grade people, you’re missing out on its true potential. Here’s the real deal: 360 feedback is more than a tool for evaluation—it's a game-changer for building trust, improving relationships, and growing both personally and professionally.

You are the owner of your own development, using feedback to reflect and improve continuously.

Building Trust and Understanding

360 feedback is a fantastic way to open up lines of communication and build trust within your team. It’s not about checking boxes; it’s about creating a culture where everyone’s voice matters. When you embrace feedback as a two-way street, you foster an environment where transparency reigns and people feel genuinely heard and valued. This trust sets the stage for better collaboration and a more cohesive team.

Improving Relationships and Gaining Insights

Ever had a feedback session that felt like a public shaming rather than a constructive conversation? When done right, 360 feedback enhances relationships, not strains them. By gathering perspectives from all sides, you gain clarity on how your actions impact others. This insight helps resolve conflicts, smooth out daily interactions, and identify specific areas for personal and professional growth. It’s like having a comprehensive mirror that not only shows your strengths but also highlights areas for improvement.

Growing as a Person and Taking Down Walls

360 feedback isn’t about what you’re doing right or wrong; it’s about understanding 'how' your actions affect those around you. This awareness helps you adjust your approach, creating a more positive environment and avoiding misunderstandings. Feedback can pinpoint where you might need to set boundaries to maintain a healthy work-life balance and prevent burnout. It also turns feedback into an ongoing dialogue, fostering a culture of continuous improvement and making the workplace more supportive and connected.

Rules for Effective 360 Feedback: Nonviolent Communication and Radical Candor

To make the most out of 360 feedback, it’s crucial to apply some guiding principles. Make sure the whole team is educated in the right base principles before going into the feedback sessions. You can do this for example with workshops.

I would recommend the following:

Active Listening: One crucial aspect of making 360 feedback work is practicing active listening. This means fully concentrating, understanding, responding, and remembering what is being said. Here’s how to practice active listening:

• Give Full Attention: Focus on the speaker, avoid distractions, and show that you are listening through nods and eye contact.
• Reflect and Clarify: Summarize what the speaker has said to ensure understanding and ask clarifying questions if needed.
• Respond Thoughtfully: Respond in a way that shows you have considered their perspective. Avoid interrupting or jumping to conclusions.

Nonviolent Communication (NVC): This approach, developed by Marshall Rosenberg, emphasizes expressing yourself honestly without blaming or criticizing others. The key components of NVC are:

• Observations: State what you observe without judgment. For example, "I noticed that in meetings, you often interrupt others."
• Feelings: Express how you feel in response to what you observe. For instance, "I feel frustrated when I can't finish my thoughts."
• Needs: Identify the needs connected to your feelings. For example, "I need to feel heard and respected."
• Requests: Make a clear request for action. For instance, "Could you please let me finish before responding?"

Radical Candor: Coined by Kim Scott, radical candor involves caring personally while challenging directly. It’s about being open and honest while showing that you care. Here’s how to practice it:

• Care Personally: Show that you genuinely care about the person you are giving feedback to. Build a relationship where they know you have their best interests at heart.
• Challenge Directly: Don’t shy away from telling the hard truths. Be clear and straightforward about the feedback, but do so from a place of support.

By applying these principles, you ensure that feedback is constructive, respectful, and aimed at fostering growth and improvement.

So, next time you think about 360 feedback, remember it’s not just a performance tool. It’s an opportunity to build trust, enhance relationships, and foster both personal and team growth. Embrace it, and watch your team—and yourself—thrive.

Cheers, Maaike