Feedback On 360° Feedback Session
If you remove your job, you are promoted. (a classic lean quote)
In Management 3.0, Jurgen Appelo suggests doing full team 360° feedback sessions instead of more traditional manager-collaborator meetings.
He argues in favor of this practice in order to :
- obviously, get some feedback and improve
- also give feedback to the manager so he too can improve
- help the team to further self organize
- practice everyone’s people skills
- have more quality objective feedback than subjective manager feedback
- free some manager time
Our Experience
We just gave it a try. As a fist experiment, we did it at just 3, all willing to try. Here is the ROTI (Return On Time Invested)
| Grade(/5) | Comment |
|---|---|
| 5 | Useful and healthy. It’s a way to stop grumbling. It’s also the occasion to say things that we often don’t. |
| 5 | I’m leaving the room with real improvement topics. It calms my emotions, it’s like “balm for the heart” |
| 5 | I’m getting out with great advises. I think it’s great for team spirit. It took 1h for just the 3 of us, I’m wondering how we’ll manage this if we are more ? |
If you want to try it
A few last minute advises :
- Don’t force it onto people, start with volunteers
- There must be a safe and positive atmosphere in the team
- This is an improvement exercices, and it should not be used as any kind of evaluation
- Learn how to give feedback
- Our company provides trainings on non violent communication and positive feedback, maybe yours does too !
- Appelo explains how to give written feedback in his other book #Workout. Though better suited for email feedback, I found it a great way to prepare for the session.
I’d like to ear about your experiences with such collaborative feedbacks.
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