It is not because they always want to know WHO was responsible for an action, it is because they both think they have a continuous natural 360° vision of their world; but in actual fact they don’t.
We have all seen videos of owls turning their heads 180 degrees to the left and 180 degrees to the right. But this does not mean they can swivel their head 360 degrees, in fact they can only swivel their head a maximum of 270 degrees; it is an optical illusion due to body movement.
I’m sure you’re wondering what this has to do with your business. But consider this. An owl lives in a very competitive environment. To be successful in its world, an owl must constantly be looking for opportunities and threats. It must gather information from all directions to get a complete read on its environment and what it must do to survive.
In business terms, this translates to gathering input on our performance and leadership skills from all points to ensure we are maximising our positive impact on the business.
There is also another illusion, unless managers are already using 360 Degree Leadership Development Surveys, managers who believe they have total vision within their workplace and are fully plugged into their employees’ engagement levels are most likely making people capital decisions that are predicated on misleading and/or false information.
Employees will very rarely tell you to your face what they really think, however in an anonymous online survey they generally will reveal all. In reality they want the great things about their workplace to continue and the less liked areas fixed. They want you to be a great leader and people manager, they want you to hold them accountable and they want you to help them celebrate the wins and learn from the losses.
The best way to obtain this feedback from your employees is via 360 Degree Leadership Development Surveys or Employee Pulse Surveys.
When considering which 360 Degree Leadership Development and/or Employee Pulse Survey to use there are some fundamental must haves:
- Must be totally confidential for the employees
- Must be able to be customised to suit your needs
- Must be able to measure managers against the organisational Values
Must deliver an easy to interpret report that makes it easy to identify the three or four key development action items