Workplaces are always looking at the best way to maximise team efficiency and relationships. Working as a team at work can often help solve problems and get tasks done much quicker and studies show that collaboration in the workplace helps productivity. Historically though it has been the effort of maximising team efficiency that has always been a problem. The danger of wasting multiple people’s time simultaneously is obviously disastrous for the flow of work at the business. This also goes for work relationships. People who feel familiar with each other are much more likely to be engaged and productive. 360 assessments allow organisations to have a good understanding of each other can lead to a more effective team dynamic.
Anatomy of Great Work Relationships
As mentioned above, having workplace friends or good understandings of co-workers help engagement, productivity and company culture. This applies to those in managerial positions as well as their subordinates. The reason work relationships are so important is due to the role it plays in collaboration and communication. A social workplace can be critical to some businesses to achieving their goals. We understand that not every workplace or environment can have this, especially in some managerial positions. The theory still applies though that a better understanding of each other on a relational level can lead to better team sessions.
Some key factors to healthy working relationships are trust, respect, mindfulness and open communication. If you trust your team to be on the same page as you, respect each other’s ideas and input and communicate with each other freely, the relationships will be strong. These skills can be measured and encouraged by implementing regularly 360-degree feedback assessments. With rounded observation feedback on the values and code of behaviour, HR and leaders can easily quantify the workplace culture and identify and nurture people strategies.
How to Make a Good Team Efficient with 360 Feedback coaching
Having a good understanding is not the only factor that goes into team efficiency. There are various things that need to be encouraged and nurtured in these environments. If we look at efficiency through the definition that it signifies a level of performance that uses the least amount of input to achieve the highest amount of output. So, an efficient team can be set a task and complete it without micro-management. Efficiency can be measured using the ratio of useful output to total input. This includes personal time and energy.
Some of the biggest traits to an efficient and successful team are good communicational skills, goal focuses, good support and equal contribution. These all link to qualities that are improved by a strong professional relationship, communication especially. CR Systems and a 360 assessment can help with this. Creating a nurturing environment where leaders in an organisation are comfortable with receiving feedback. This regular development helps with the familiarity of themselves and other managers.
What 360 Assessments do for individuals and for the team?
A 360 assessment involves evaluation of managers through multiple sources. This includes peers, reports and subordinates. Having this multi-source 360 assessment allows leaders to hone in on their strengths and continue to perfect them. It provides illumination of what is working for leaders of the company. It allows the business to not just rely on gut instinct or just being limited to what has worked in the past, it gives data through feedback. It’s important because leaders can receive feedback from everyone affected by their decisions and processes.
360 Assessments can help individuals become more self-aware. Participants have to undertake a self-assessment section, where self-reflection of one’s own abilities will allow greater self-awareness. However, the Johari Window Model shows that not all of our weaknesses are known to us, indicating blind spots. This is where 360 Assessments come in, these multiple sources of feedback allow blind spots to be identified and articulated. These multiple sources of perspective allow a greater chance to identify these “unknown” areas within the immediate team. This allows one to become aware of many more aspects of their performance, as well as allow others to become of self-identified weaknesses that were not known to others in the “hidden area.”
With 360 behaviour questionnaires therefore, the company don’t just assess the key skills mentioned above but they also convey their importance. Using the questionnaires, you can communicate how the company sees the importance in these values and allow those taking the surveys to be more aware of what is expected of them in their roles. When 360-degree feedback is combined with setting specific performance goals that relate to developmental areas identified in the feedback, even greater changes in behaviour are expected.
How 360 Assessments Help Team Efficiency and Relationships
There are several benefits associated with utilising 360 assessments within team environments and how they can help later team activities. The nature of the assessments encourage communication, foster development and increase efficiency when in teams.
Firstly, the regular practice of transparent communication can greatly benefit team activities. Teams who utilise or have utilised 360 assessments in the past have greater levels of high-quality communication. Research shows that both formal and informal communication increases after the implementation of 360 assessments due to regular feedback results being discussed as a team. This leads to more transparency and trust amongst teams.
360 assessments lead to a greater level of self-awareness in those involved in regular uses of the feedback system. The self-assessment portion of the system helps nurture this quality. Having a greater level of self-awareness helps with communications amongst team members and creating greater efficiency. An awareness of one’s strengths and weaknesses also allow for a greater ability to contribute and discuss project workloads.
When using 360-degree feedback and assessment systems there will be a clearer understanding of goals and expectations. This is because the systems focus on behaviours that align with team skills, objectives and values. Completing these systems allows greater insight and understanding into values that are important for team success. This alongside seeing how others are being evaluated allows team members to formulate their own expectations around goals and behaviours. Introduction of these systems encourages self-policing and the setting of their own individual performance goals. This will translate well into team-based situations.
Conducting team-based activities are some of the most effective ways to improve workplace relationships. This only works when teams work well, so improvements in team working skills will lead to the promotion of healthier workplace relationships. The process is based on reciprocity, a mutually beneficial exchange. Changing the one-sided dynamic of feedback has created a touchpoint of reciprocal support, respect and trust in teams.
CR Systems have a variety of services based around 360 assessments. The services follow the same principles mentioned above of collaborative feedback. Increasing accountability with highly researched methods of measuring development allows a healthier business. amongst leaders Giving the leaders of any company the best mutual support will naturally increase teamwork and workplace relationships. Thus, leading to more efficient and productive performances.
Why 360 Assessments are Necessary for your organisation
Those involved at your company will be skilled, they wouldn’t be there else. Looking at what teams and the its members do will help them fully understand why they’re doing so well and help them hone their valuable skills. When implemented regularly and if the candidates are open and honest with each other, this method can produce reliable feedback supported by effective CR Systems 360 surveys. It will allow development of all the most important members of your company. If your organisation needs support, please get in touch today.