This content originally appeared on Level Up Coding - Medium and was authored by Lucas Fernandes
I remember when I became a Tech Lead, I had high expectations for the new challenges I would face and the skills I would need to develop. I believed my main role would be supporting the development team with technical issues, but one of my biggest lessons was about people management. How can I motivate my team? How can I help them reach their full potential? Most importantly, how can I give constructive criticism to support their professional growth?
Challenges of Feedback
Obviously, giving positive feedback is always a pleasant experience. It’s gratifying to tell someone, “Your work is excellent! You’re the standout of the team!”
However, the story changes a bit when it comes to giving negative feedback, or as we like to call it, constructive criticism. Several times, I’ve been met with the following responses after giving constructive criticism:
- “I disagree because that’s just your perception, not the team’s”
- “I don’t think the team sees it that way”
- “In a specific situation with someone, I behaved differently, which contradicts your point”
At first, I didn’t enjoy hearing these responses. However, putting myself in the other person’s shoes, I realized they might have a point — I may not have had the best perception. This led me to two key realizations about feedback:
Am I considering the big picture, or is my feedback based only on conversations and situations I personally witnessed?
Should my perspective be the sole basis for feedback, or should I also consider the perspectives of other team members?
The Solution: Feedback 360
One day, our Agile Master suggested a new feedback model called Feedback 360. This methodology collects evaluations from various sources: managers, colleagues, subordinates, and even clients. It provides a comprehensive view of a professional’s performance, enabling a broader and more balanced analysis.
How Does It Work?
- Feedback collection: Participants evaluate the professional’s performance based on predefined criteria, such as technical skills, leadership, communication, and teamwork
- Anonymity: To ensure honesty and avoid discomfort, responses are generally anonymous
- Consolidation: Feedback is gathered and organized into a report that highlights patterns, strengths, and areas for improvement
- Feedback session: The evaluated professional receives the consolidated feedback and, preferably, works with a coach or leader to interpret the information and create a development plan
I remember when I was compiling the feedback for each team member using contributions from everyone, I noticed that much of my perspective aligned with that of the team. However, I also realized that some of my observations conflicted with the majority’s perceptions. With this tool, I was able to gain a broader and more accurate view of my team’s performance and behavior!
Acceptance of Feedback
Implementing Feedback 360 brought significant benefits to my people management practices. Some of the main gains included:
- Reduced biases: By incorporating multiple perspectives, Feedback 360 minimizes subjectivity and increases the accuracy of evaluations
- Less resistance to constructive criticism: In most cases, improvement points are highlighted by more than one person, strengthening the argument and making the feedback more acceptable
- Enhanced self-awareness: Professionals gain a broader understanding of how they are perceived by different groups, facilitating insight into their behavior and impact
- Continuous improvement: Feedback 360 encourages individuals to identify and work on areas for improvement, fostering personal growth
- Leadership development: Managers can use Feedback 360 insights to adjust their leadership practices and improve interactions with their teams
Recommended Books:
- Feedback. Para Resultados na Gestão por Competências Pela Avaliação 360 (Português)
- What is 360 Degree Feedback — The Employee Evaluation Tool (English)
Conclusion
Feedback 360 is a powerful tool for improving people management. It goes beyond the traditional model by incorporating diverse perspectives, providing a more accurate and balanced portrait of individual performance.
Although the process requires planning, preparation, and continuous follow-up, the benefits far outweigh the effort. I’d like to emphasize how much this methodology has improved me as a professional and significantly impacted the performance and careers of my team members.
Investing in Feedback 360 means investing in the growth of individuals and teams. Why not start implementing this practice today?
Feel free to leave comments or suggestions, and share with others who might benefit from this metodology!
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Feedback 360: Improving Your People Management was originally published in Level Up Coding on Medium, where people are continuing the conversation by highlighting and responding to this story.
This content originally appeared on Level Up Coding - Medium and was authored by Lucas Fernandes
Lucas Fernandes | Sciencx (2025-01-15T16:26:01+00:00) Feedback 360: Improving Your People Management. Retrieved from https://www.scien.cx/2025/01/15/feedback-360-improving-your-people-management/
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