Running head: 360-DEGREE FEEDBACK SYSTEM 1

360-degree feedback System

Name

Institution

I have chosen Survey monkey for this project, survey monkey is suitable for companies that

need to have valuable data insights across their organization to be more competitive, the data form

survey monkey will allow the company to grow with over 30% annually, the survey is useful in
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both product development, customer success, therefore, the leading companies can use the tool to

improve decision making through enhanced insights and data visualization. The significant

challenges facing many organizations is that data does not move as fast as the business decisions,

the primary problem is to make the data as accessible as possible and make it tied to the

organizational goals. Therefore, IT leaders may use the survey tool to get data out of the silos and

hand it over to the individuals who need it.

After carrying out the survey, I found the study useful, especially in the improvement of

leadership skills. I have to improve my self-confidence that scored low during the investigation. I

have, therefore, to master different skills and situations and to know the real value of the work that

is to be done. This way, the confidence will be boosted, and I will be able to analyses the things that

have been achieved. From this point, I will be able to make the best use of the weaknesses points

and even consider training on my SWOT analysis.

I also learned from the leadership survey that I have to develop leadership skills by

improving my attitude and outlook. I need to have a positive mindset that is associated with strong

leadership, and I need to be more positive and have a happy face, develop a sense of balance, and

increase my humorous side.

On the supervisor's results, the supervisor needs emotional intelligence and improve his

communication skills. He lacks the understanding of the individual talents and takes into

perspective other people's thoughts (Funderburg& Levy, 2017). The supervisor needs to provide a

vision for the future and present the concept in a way that members of the team can understand. The

first element is having a breakthrough knowledge of the kind of work he needs to be accomplished;

with these tools, an organization can identify goals to be prioritized.

According to Fleenor ( Fleenor et al., 2008), a leadership survey should increase self-

awareness, and the participants would be given feedback on a report that includes their strengths
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and weaknesses and the areas that they need to improve. This will provide the employees with

insight in their behavior hence increase a deeper understanding of their expectations, and there is a

more in-depth understanding when an individual compares their self-assessment with that of other

raters. The author also argues that any questionnaire has a feedback review (Da, Fleenor, J. W.,

Atwater, Sturm & McKee, 2014). The survey should help in doing the feedback reviews and

making rules that help participants in managing expectations and align themselves with the

available support. Employees, therefore, need to be motivated at work, and they need various

challenges and exciting work; they, therefore, require skills and jobs to decide how to help

themselves shine at their workplace.

Advantages of 360-degree Feedback

The feedback mechanism brings people together, and it has the most valuable feature of

implementing the Agile Performance. As the name shows, the 360-degree feedback gives feedback

from everywhere; mangers, subordinates, and peer groups (Wimer & Nowack, 2018). When applied

appropriately, it will provide a unique opportunity to uncover areas that may need development, and

this feedback can be used in the personal development plan, these are useful info that may not have

been used without the input.

Disadvantages

There may be inadequate feedback; feedback can be insufficient such that they may be

filtered or edited in some way, meaning that it may not be 100 %. The effect is that individuals

being surveyed may be less frank with their answers hence leading to unpredictable results.

Employees must, therefore, understand that the feedback is subjective and constructive.
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References

Funderburg, S. A., & Levy, P. E. (2017). The influence of individual and contextual variables on
360-degree feedback system attitudes. Group & Organization Management, 22(2), 210-235.

Wimer, S., & Nowack, K. M. (2018). 13 common mistakes using 360-degree feedback. Training
and Development-Alexandria-American Society for Training and Development, 52, 69-82.

Day, D. V., Fleenor, J. W., Atwater, L. E., Sturm, R. E., & McKee, R. A. (2014). Advances in
leader and leadership development: A review of 25 years of research and theory. The
leadership quarterly, 25(1), 63-82.