360 degree feedback is commonly used to support the skills and development of employees – but can we use 360 reviews beyond development? Can it be used, for example, to inform succession planning or selection activities? We believe so, yes.
Debbie Hance our Head of Business Psychology suggests in this video that while the predominant use of 360 degree feedback will, we think, remain for development purposes, it can also be used valuably for other talent management practices. For example, some of our clients use our talent management 360 degree feedback software for succession planning, for helping to make promotion decisions and for evaluating training and development activities such as the behavioural impacts of looking at leadership development programmes.
A word of warning.
To start to use the information from 360 reviews beyond development, organisations will need to:
- Manage the use of 360 degree feedback carefully and put the right controls in place
- Be open and accurate about its positioning with your people
- Make sure you get the communications clear about its use
- Ensure you get the buy-in and right level of agreement from everyone
Watch the video now – and read an article Debbie has written about avoiding pigeon-holing 360 degree feedback.
You may also like to watch another video in which Debbie looks at using 360 to spot high potential.
Do get in touch if you would like to explore how to use 360 review information beyond development and sign up to our newsletter to keep in touch.