A 360-degree feedback survey can be a valuable tool for managers and employees, providing invaluable information and insight about how the boss and the organization are perceived and suggesting ways to improve the organization's culture or processes.
However, it can be tricky to give your boss feedback. After all, you'll want to deliver honest, unfiltered, and helpful feedback. However, you don't want to damage your relationship, ensuring they receive feedback well.
What is 360 feedback?
A feedback system analyses an organization's workers' productivity and team performance based on responses offered by individuals who engage and work alongside them as team members. This might include their supervisors, colleagues, subordinates, and even customers. A corporation may request that you provide 360-degree feedback, constructive criticism, and general constructive feedback to your boss, which allows you to maximize their potential. You may opt to highlight their strengths and offer suggestions for growth.
Why is it important to give 360 feedback to your boss
As an employee, you must provide your manager with feedback. Your feedback is of importance to any manager. However, many people do not feel comfortable giving feedback to their managers. They think that giving feedback means that they are criticizing their managers. This is not the case. Giving feedback means talking to managers about their work and what could be done to improve it. In fact, not every employee feels comfortable providing feedback to their managers.
Managers, on the other hand, believe that their employees should feel comfortable providing feedback to them. Giving feedback to a manager helps you improve in multiple facets. If you are not happy with your job, your manager may be able to tell you what you need to do to make things better. If you do not provide your manager with feedback, he will be unable to help you.
Let’s dive further and look at examples.
Tips for providing feedback
1. Encourage your boss to "own" the feedback
In many organizations, especially larger ones, it's common for employees to receive 360-degree feedback anonymously. However, for 360-degree feedback to be useful, the employees must receive direct, personal feedback. That means your boss needs to understand that the feedback is coming from you; ideally, they should also see it.
If your boss is resistant to receiving 360-degree feedback, suggest that they "own" the feedback as a type of professional development. This will help your boss understand that the feedback is for their benefit and will help them, the follow-up, be more receptive to the feedback.
2. Ask for your boss's permission
It's generally a good idea to get your boss's permission before giving 360-degree feedback, especially if your boss is new. If your boss is new, they may still be acclimated to the organization. They could be upset or confused by negative feedback, resulting in some negative reactions.
It's also a good idea to ask your boss's permission before giving 360-degree feedback if your boss is frustrated or angry. Giving feedback in these moments can be challenging, and you don't want to worsen the situation.
3. Customize the feedback
360-degree feedback tools allow you to customize the feedback you give. This can be helpful if you give your boss feedback for the first time, or feel your boss deserves more "positive" feedback.
4. Write your feedback down
Before giving your boss 360-degree feedback, you must write down your thoughts. Writing down your feedback will allow you to organize your thoughts and help ensure that you give your boss the most important feedback. This is particularly important if you are giving your boss feedback for the first time, or feel uncomfortable giving your boss feedback.
5. Focus on specifics
Your boss will likely receive dozens of pieces of 360-degree feedback, and their time will be limited. Make sure that your feedback is as specific and actionable as possible.
6. Be specific about what your boss can do differently
One of the most important aspects of giving 360-degree feedback is that you don't just point out the problem, but also suggest ways for your boss to solve the problem. However, this can be difficult, especially when your feedback is critical.
7. Focus on the future, not the past
When giving 360-degree feedback, it's important to focus on the past, but not just on the past. Instead, focus on the future.
8. Offer praise, too
While giving your boss 360-degree feedback, it's important to offer praise. This can help your boss understand the "big picture."
9. Focus on continuous improvement
One of the most important aspects of giving 360-degree feedback is that you don't just point out the problem, but also suggest ways for your boss to solve the problem. However, this can be difficult, especially when your feedback is critical.
10. Stay constructive
Remember – you are giving your boss 360-degree feedback because you care. So, while it's fine to be honest, and give honest feedback, it's also important to remain constructive.
11. Reflect on your feedback
After you give 360-degree feedback, it's important to reflect on the feedback. This can help you ensure that the feedback you gave your boss was helpful, and can also help you identify ways you might improve.
12. Follow up with your boss
Finally, after you give your manager 360-degree feedback, it's important to follow up with your boss. This can help you ensure that your boss has understood your feedback.
Feedback examples
- If your boss is disorganized, you could hypothetically say, "You are not organized, and this often causes problems." However, this doesn't offer your boss any guidance on how to be organized. Instead, try saying, “You can be a little disorganized at times which may cause issues. One way to mitigate this is by creating and following a calendar."
- Instead of saying, "You need to improve your communication skills," you might say, "You are not good at reading the room, and your tone comes off as rude or condescending." Similarly, instead of saying, "You should spend more time socializing with employees," you could say, "You often ignore employees and should make an effort to talk to them at company events."
- If you think your boss has done a good job of improving their communication skills, you might give your boss a few suggestions for ways to improve. On the other hand, if you think your boss's communication skills could use a lot of work, you might highlight a few specific examples of poor communication and suggest specific ways to improve.
- If your boss seemed upset, or if you had to give your boss feedback multiple times, follow up. This can help you better understand their concerns and ensure that they understand your feedback.
- If your feedback surprised or upset them, reflect on why they reacted that way. Did you give your boss feedback that they were expecting? Or did you give the boss feedback that you weren't expecting? Also, if you gave your boss feedback, but they didn't act, reflect on why. Was your boss already working on the problem? Or did your boss not understand the feedback?
Conclusion
Feedback is important, and creating a system around obtaining that feedback becomes crucial in any growing organization. Use the tips above to ensure a feedback loop works well.
Mesh helps remote hybrid companies execute their growth plans simply and socially, which keeps employees engaged. Creating user feedback loops ensures your firm has an open channel of upward communication. Reach out today to know more.
