Consider how you would react to 360 degree feedback. If you were the one receiving the feedback, whose views would you value most: your manager’s or your peers’? If you were asked to assess a peer, would you want your opinion to affect that peer’s raises or promotions?
The Correct Answer and Explanation is :
There is no single “correct” answer to this question, as it largely depends on personal values, workplace culture, and the individual’s role. However, a thoughtful response could look like this:
Answer:
If I were receiving 360-degree feedback, I would value both my manager’s and my peers’ perspectives, but I might place slightly more emphasis on my manager’s feedback. Their role often provides them with a broader view of how my work aligns with organizational goals and expectations. However, peers’ feedback is invaluable for understanding how I collaborate, communicate, and contribute to the team’s dynamics.
If I were asked to assess a peer, I would approach it with fairness and honesty but would prefer that my feedback be one of several inputs, rather than the sole determinant, in decisions about raises or promotions.
Explanation:
Feedback from multiple sources is a cornerstone of 360-degree reviews, as it provides a well-rounded view of performance. While the manager’s feedback is critical because they oversee performance relative to organizational objectives, peers can offer unique insights into interpersonal skills and day-to-day contributions. Balancing these perspectives helps build a holistic understanding of strengths and areas for improvement.
When assessing a peer, it’s important to be impartial and constructive. However, raises and promotions are high-stakes decisions. I would want my feedback to be part of a larger decision-making framework that includes quantitative performance metrics, the manager’s evaluation, and other relevant factors. This ensures fairness and minimizes potential biases.
Additionally, transparency about how peer feedback will be used can impact the process. If peers know their feedback influences significant decisions, they might hesitate to be entirely honest, fearing retaliation or harming relationships. Maintaining anonymity and framing feedback as a developmental tool can foster trust, encourage authenticity, and support a culture of continuous improvement.
Ultimately, the goal of 360-degree feedback is to empower growth, foster collaboration, and align individual performance with organizational success. A thoughtful and balanced approach ensures fairness and effectiveness in achieving these outcomes.