Why 360-degree feedback is vital for succession planning
360-degree performance feedback is a critical part of succession planning that can help you identify and empower future leaders. Learn more in our article.
Succession planning needs to be driven by consistent data
Succession planning generally covers multiple individuals. As a solid strategic plan is multi-layered, data is the key to creating an effective talent pipeline. A cogent perspective of both objective and subjective data is critical.
You need an objective understanding of people's effectiveness in their current role – in terms of potential and current performance – as well as a view of their future fit. 360-degree assessment focuses on the performance element, and goes beyond a single perspective, such as supervisor ratings, by evaluating an employee's performance from multiple lenses.
360's focus on the underlying observable behaviours that generate performance. Succession plans that include multi-rater feedback go further than straight-forward KPI-based methods.
Using 360-degree feedback when identifying high performers
When used in a succession context, one of the key purposes of 360-degree results is to highlight the strengths and effective behaviours of high performers in the team. This approach allows you to determine the success characteristics for specific roles in your organisation.
Where performance needs building, structured feedback from peers is valuable for development – to identify possible gaps, foster self-awareness, and accelerate personal growth via targeted training programmes. Succession planning requires following the 360-degree survey with action plans that allow you to track the ROI of future development programmes.
Once you have an idea of what to look for, you can use 360-degree feedback across various organisational levels to measure the perceived performance of those ready for the next step and those who are not.
360’s are one of the elements: more is needed