Proving the business case for the investment in soft skills training can sometimes be tricky. We all know it makes sense. We all know there’s a positive impact on the business when we do it. But strangely enough, that still the place where the budget get cut when times are tough.
Even more so for 360-degree feedback. It’s sometimes seen as an ‘add-on’ or a nice-to-have. We think that’s shortsighted. Rather like the old joke about asking directions from a farmer who replies, “Well, if I were you, I wouldn’t start from here.” If you don’t know where you’re starting from, it’s a lot tougher to get to where you want to go.
And the value continues beyond knowing where you’re starting from. Having 360-degree feedback as part of a programme provides additional value all the way through the development process.
In the first instance, there is the obvious benefit of knowing where you’re starting from – it provides a baseline measure. But the real benefit of 360-degree feedback is it’s ability to create a route map for the development of each individual. It’s the most logical way to personalise any training and development. Each person starting their programme or going through a coaching process is unique. They all have different skills, experience and attitudes. 360-degree feedback is an effective and cost effective way of identifying the needs of the individual.
Repeating the 360-degree feedback process post-programme (a year on is a good time frame for change to have taken place and become embedded), provides further insights into what progress has been made, and where to focus at this stage. The process of improvement is, after all, not a one-step event. It should be continuous and ongoing. In any robust process, regular measurements are a way of keeping track of where you are.
If you’d like to see an example of potential return on the relatively small investment made in 360-degree feedback, HRM Today, published a post on thoughts on the business case for using 360-degree feedback as part of development plans.
Let us know what you think.
Article by Vandy Massey
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