So how does the Army 360 Feedback assessment work? Well, the 360-degree feedback assessment is a process in which an individual’s performance is rated by people at all levels who know something about the individual’s work; it includes top-down feedback from superior Officers, bottom-up feedback from subordinates and lateral feedback from peers.
Anyone who knows something about the work of the leader under review can be involved in the 360-degree feedback assessment. Using 360-feedback can bring the following benefits to you, the individual and to your organization:
- It allows you to learn how different peers perceive you, leading to increased self-awareness
- It encourages self-development
- It increases your understanding of the behaviors required to make you and you organization more effective
- It promotes a more open culture where giving and receiving feedback is normal
- It increases communication within organization
- It can be a powerful trigger for change
You must use caution when using the 360-assessment, however. Officers and others must understand how it will be used so they won’t worry that jealous peers or disgruntled subordinates will unduly damage their performance ratings. Also, the Army does not currently have an evaluation process to include formal peer or subordinate ratings. But, effective Officers who are committed to growing professionally will seek feedback from their peers and subordinates. As a leader, you can do this formally, through surveys and questionnaires, or informally through counseling sessions and off the cuff conversations.
When you receive feedback-regardless of whether it comes to you in written or spoken form and whether you ask for it or not- it is up to you how you will accept and use it. The true test is how you accept that feedback and if you use it effectively.