Well, the results are in, and you know what? Mine kind of suck. They weren’t off-the-charts horrible (there were a few “best boss ever” comments that gave me a Michael Scott kind of feeling), but there were way more “needs improvement” marks that I ever anticipated. Because I anticipated none. And some of the comments people left was like chewing aluminum foil. My first reaction was surprise. Then defensiveness. Maybe a bit of anger. I thought things like, “Well, Steve Jobs had issues, but Apple turned out just fine. It’ll be ok, Greg. Grab a beer.”
Feedback hurts, but you need it to grow. Any sort of meaningful change always begins with awareness. 360 Feedback is a great, and safe, way to learn what you need to work on.
Another great way is by doing an employee engagement survey. The results will tell you similar, yet very different, things. 360 feedback is when people you work with all take the same survey to give you an idea of your strengths and “development areas”. Engagement surveys are sort of like 360 feedback on your company instead of you.
I’m giving away a free engagement survey called insight. If you’re interested in what you can do to keep your employees happy and productive, you can learn more about it at insight.greatcompanies.io