Managers, peers, direct reports and customers are all exposed to a person in different ways. Feedback is no longer one-dimensional. This multi-dimensional approach often provides great insights into how different groups see a person.

Just as different groups such as peers, reports, managers and customers can see a person in different ways; they are also often very consistent in how they perceive a person. This is powerful because the person receiving the feedback can be more sure of the accuracy than if the feedback comes from one person. This is a much greater motivator for change - one person's feedback can be easily discounted, many people saying the same thing can't be easily discounted.

The results of 360-degree feedback often give a person insight into areas they didn't realise were strengths.
It also reinforces a person's understanding of areas they did recognise as strengths in themselves. Having the knowledge that others recognise their strengths builds confidence. Just as important as understanding their strengths, a person is also made aware of their opportunities for improvement. This ability to see themselves as others see them is of immeasurable value.

360-degree Feedback is the second key component of an effective employee performance management system and addresses the all-important question of "How?"

To learn more about Cognology's employee performance management software and how it will benefit your organisation, click the link or image (above left).