While effective 360 feedback can highlight areas for improvement and development opportunities, it can also draw attention to problems that might otherwise go unnoticed. In this case we’re talking about workplace bullying.
Latest research shows that 37% of employees experience workplace bullying on a regular basis, which can go on to affect their job performance. 360 Feedback can be used to identify aspects of interactive style and behaviour that might lead to unintentional bullying.
Under the Radar
360 feedback works well as providing employees how they are perceived in the workplace but effective 360 feedback also gives managers an insight into the employees in their workplace. Research from Buffalo University found that bullying on its own would not be correlated with job performance, so it could very well go unnoticed in traditional performance reviews.
Interactions between employees may not always come to the attention of a manager without a system like 360 feedback in place and many instances of bullying may go under the radar.
Blissfully Unaware
As well as this, it is likely that employees as well as managers themselves could be unaware that they are being perceived as bullies. Maybe their delegation tactics are coming across as aggressive or their style of approach makes someone uncomfortable. It could be very innocent and unintentional but it can cause a lot of stress in the workplace. However, this can be avoided with effective 360 feedback as it can identify these issues in a constructive environment without being accusatory.
On the Lookout
360 feedback can be used successfully in a number of areas, from performance appraisals and improving productivity, but it can also effectively monitor the work environment and employee wellbeing. As well as monitoring the results after an incidence of bullying is dealt with, managers and HR can also be on the lookout for any behaviours or comments that may allude to an issue in the future.
Effective 360 feedback works to benefit everyone involved. Victims of bullying can anonymously share their experiences, unintentional behaviour can be identified in due course and a clear picture of the work environment is painted in the eyes of management and HR. While we would like to think of 360 feedback bringing out the best in people, sometimes it can highlight some of the less-than-great behaviour, but it also then provides an opportunity to improve in all cases.
Has your 360 feedback ever turned up something you weren’t expecting?
Download our FREE whitepaper to see how you can improve your organisation’s performance by using 360 Feedback