The Power of a Positive Feedback Provider Experience in 360 Assessments
The quest for effective 360 assessments and leadership development programs remains an enduring priority for leaders in talent management. The quality and depth of feedback obtained through these assessments are pivotal to success. Yet, what many may overlook is the critical role that the feedback provider experience plays in shaping the outcomes. In this article, we delve into the modern necessity of cultivating an environment of psychological safety and the utilization of mobile technology to facilitate improved data quality, higher participation rates, and the elicitation of higher-quality feedback.
Great Feedback Starts With Psychological Safety
Psychological safety represents the fundamental bedrock upon which a culture of honest and constructive feedback thrives. It is the belief that one can express their thoughts, concerns, or ideas without fear of negative consequences. Learning and development managers must foster psychological safety for feedback providers. Here's why:
1. Higher Participation Rates: When individuals feel psychologically safe, they are more likely to participate in the feedback process. The assurance of a non-threatening environment encourages them to engage and provide input actively.
2. Honest, Actionable Feedback: Psychological safety fosters open and honest communication. Feedback providers are more willing to express constructive criticism, as well as praise, leading to a more holistic and accurate assessment.
3. Building Trust: Trust is the cornerstone of any successful feedback system. When feedback providers feel safe, they trust the process and believe their input will be used constructively for growth rather than as a punitive measure.
4. Motivation for Personal Growth: A psychologically safe environment motivates feedback providers to be engaged and invested in the assessment process. They see their role as instrumental in personal and professional development.
Meeting Feedback Providers Where They Are
Giving feedback providers the capability to give feedback when they want to, in a way that they prefer creates more opportunities to participate in 360s. When you meet the feedback provider where they are and create a frictionless experience you’ll find that more participants are willing to give feedback more frequently.
Things to consider when designing the feedback provider experience:
1. Ease of use: Mobile technology makes it super easy to access assessment platforms and submit feedback anytime, anywhere. This frees up the feedback provider to give feedback in a time and place that works for them, rather than making the feedback experience an event.
2. Objective and Observable: Oftentimes feedback is difficult to write, especially when it relates to providing feedback to a manager. When designing a feedback process, the goal should be to make the feedback provider as comfortable as possible (remember psychological safety!), and give opportunities for giving feedback on small observable behaviors.
3. Frequent and Fast: The traditional 360 can have up to 150-200 questions, making the process tiresome for feedback providers. Tools like Rhabit increase the frequency of feedback - which gives leaders feedback results faster - and decreases the number of feedback questions, which leads to higher participation rates. By making feedback part of a regular workweek, feedback providers are more likely to continue participation, especially when they start to see behavior change in their leaders.
Launching a New 360 Feedback Program
Now, how can you make sure feedback providers have a great experience? Here are a few tips:
To harness the benefits of psychological safety and mobile technology for your 360 assessments and leadership development programs, consider these strategies:
1. Educational Initiatives: Educate both feedback providers and recipients about the significance of psychological safety and the benefits of the new process to make giving and receiving feedback faster and easier.
2. Technology Investments: Invest in user-friendly, mobile-friendly feedback platforms that prioritize ease of use, security, and anonymity.
3. Inclusivity: Ensure that feedback systems are accessible and adaptable to the preferences and comfort levels of all generations, including younger participants.
The quality of feedback obtained in 360 assessments and leadership development programs is closely tied to the experience of feedback providers. Cultivating psychological safety and harnessing the advantages of mobile technology are not merely options but necessities in modern talent management programs. By creating a feedback program that appeals to feedback providers and 360 participants alike, you can enhance data quality, increase participation, and encourage more candid feedback, advancing your programs and your leaders toward their highest potential.
To learn more about how Rhabit is creating better 360 feedback experiences for leaders, feedback providers, and talent managers, book a time to meet with our team, or watch our recent webinar about mastering long-term behavior change.