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Claire Warne

January 29th, 2014

360-degree feedback programme for line managers

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Estimated reading time: 5 minutes

Claire Warne

January 29th, 2014

360-degree feedback programme for line managers

0 comments

Estimated reading time: 5 minutes

Circle.fwAs part of our action plan following the staff survey, an externally led 360-degree feedback programme has been set up for all line managers across the Division. (Some Senior Managers such as members of the Residences Management Team have been through the process in the last couple of years).

What’s the aim of the programme?
The aim is to provide all managers in the Division with valuable insight into their own management style and effectiveness – as perceived by others. The feedback will enable managers to work with their own managers on individualised learning and development plans that aspire towards excellence in leadership and management behaviours and skills.

What is 360-degree feedback?
360-degree feedback is a process where colleagues of each individual are asked to provide anonymous feedback on that individual’s performance.  It is called “360-degree” feedback as the individual must select people that include their manager, their direct line reports and a range of peers – therefore people who will all have experiences with the individual from a variety of perspectives.

What if I am asked to provide feedback about my manager?
If you are approached for feedback about your manager, or a colleague, you can be assured that your feedback will be anonymous, although the individual will see the combined ratings they receive and will see any ‘free text’ comments that are written, although they won’t see who these are attributable to.  You should try to be honest, but constructive, in the feedback you give.

What happens if I am a manager going through feedback?
If you are a manager going through the feedback process, you are encouraged to include colleagues who you anticipate may give you more challenging views, e.g. someone who you sometimes have a tricky relationship with, as well as the people you get on well with.  The process isn’t about who can get the most glowing reports, but about finding out an honest range of opinions – the good and the bad – from which to develop as a manager.  All managers will have a ninety minute 1-2-1 session with an external consultant (Peter Storr), who will talk them through the feedback and help them start thinking about the development needs that this may suggest.

If anyone has any questions about the process, please feel free to speak to:

Sarah Jons in Residences,
Jacqui Beazley in Catering Services or
Louise Handley in HR.

 

About the author

Claire Warne

Divisional Administrator, Residential Services

Posted In: Management updates

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