Recently, our HR Department implemented a 360-degree feedback for my group. For the first time in 20 years my subordinates will be allowed to evaluate my overall performance. It'll also include a self-assessment and, in my case, feedback from external sources such as customers and suppliers and other interested stakeholders. I was assured that the feedback will only be used to plan and tailor my training and development. But, I heard that its results may also be used in making administrative decisions, such as my pay or promotion. As I'm afraid for my job how can I decline to proceed?"Afraid Manager".
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Dear "Afraid Manager",
By now, just about every manager understands the importance of delivering timely, candid feedback. But very little is said about the art of receiving it. Honestly, I have not yet met any managers who mastered delivering an employee performance review. But, admittedly, for most of us it's still easier to give this kind of feedback then actually receive it.
I'm frequently asked by my bosses to collect and administer feedback to my peer-managers. The best of my colleagues, desperately in need of accurate ratings, embrace the experience. Others, oh well, are incapable of digesting and acting upon this information to modify and improve their management skills.
Of course, sometimes the problem lies in the style in which such critiques are delivered (or their timing). However, in my experience the biggest challenge to accepting such feedback is a recipients narcissism. Although most of us, managers, don't suffer from the excessive narcissism - a recognized severe personality disorder, there are many who do. For those, any criticism makes them feel inappropriately wounded or humiliated. Their reaction is to become angry or dismissive, as well as to resort to other defenses. In fact, one manager I delivered a negative performance review brushed me of by claiming that he was already self-aware and that he wasn't told anything new. He successfully deflected my critique, but also failed to learn from this experience. Others deflect the negative criticism on the grounds of how it's being delivered. Even the most obnoxious feedback, may contain a germ of truth. Harshly delivered assessment may also be a red flag that your peer or subordinate has been long frustrated by your refusal to hear anything negative.
So, "Afraid Manager", the best way to ease the way of 360-performance review is not to reject it. But rather to ask for it on a frequent basis. Think of it as a preemptive action - a strategy that will help you grow professionally, and learn in doses you can handle.
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