When most people think of 180 degree assessments, they typically think of them as a way to help low-level employees who may be out of line. The truth is these assessments are useful for anyone at any level of an organization, including managers.

While 360 degree assessments provide a full range of feedback from everyone a manager interacts with, a 180 degree evaluation can still be valuable in that it may open up a conversation between managers and their higher-ups and improve performance. Understanding the differences between these leadership assessments is key to getting the most out of your results.

Why 180 Degree Feedback For Managers Is Important

A 180 degree evaluation draws feedback from the manager and their immediate supervisor. As such, it often provides a great opportunity for leader-to-leader communication, making room for mentoring and further improvement for the manager. 180 degree feedback for managers is valuable for a number of reasons.

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Perception Of Truth

180 degree feedback assessments give managers the opportunity to measure what they think of themselves compared to the truth of how their higher-ups perceive them. This is key to fostering improvement and helping correct managerial mistakes or inefficiencies.

If there has been a long-standing problem with a manager’s leadership methods, this evaluation can help straighten those out by bringing that problem to light.

Truth works the other way as well.

For a manager who is very competent but lacks confidence, a 180 degree assessment can provide benefits, such as a much necessary morale boost. Their supervisor can offer practical, positive feedback that gives them a realistic view of their strengths.

Open Collaboration

The nature of 180 degree feedback encourages communication between managers and their own supervisors. This not only allows for a direct comparison between how managers perceive themselves and what their supervisors see, but it also paves the way for future collaboration, mentoring, and improvement.

Growth Opportunities

As this line of communication is opened up, managers can receive specially tailored growth opportunities from their supervisors, helping to foster self-improvement. The data from the assessment helps inform the development of these growth opportunities, making them truly tailored to the manager’s needs.

This growth process works best if both parties participate. The manager who took the evaluation must be fully aware of how their responses compare to their mentor’s feedback, and they should be willing to consult with their mentor to determine the best course of action to help them improve.

Utilizing 180 Degree Feedback For Managers

180 degree feedback for managers is especially attuned to the strengths and aptitudes needed in leadership positions. It is important for managers to use this wealth of information to enhance effectiveness and to avoid common mistakes that companies can make with this knowledge

Aptitudes Measured

Mid-level leaders need different skills and have distinct needs when compared to lower-level employees. As such, 180 degree feedback for managers will test specific aptitudes.

These aptitudes include:

  • Goal setting
  • Integrity
  • Problem-solving
  • Decision making
  • Building trust
  • Communication
  • Managing change
  • Adaptability
  • Innovation
  • Managing diversity
  • Team building
  • Influence & negotiation
  • Managing performance
  • Coaching
  • Counseling

The assessment will find deficiencies in these areas and allow them to make plans to improve, making them more effective leaders overall.

In addition, by testing these aptitudes, a manager will be able to get a good sense for where their strengths lie, improving confidence, and further assisting performance.

Once the assessment is completed by both the manager and their mentor/supervisor, the results are analyzed and compiled into a report. This report is shared with the supervisor to act as a basis for a plan of action.

Feedback From Supervisors

The feedback from supervisors allows managers to get an outside view of their strengths and weaknesses. On one hand, this gives those who supervise mid-level managers the opportunity to praise their direct reports, boosting morale, and fostering confidence.

On the other hand, it gives them a valuable opportunity to point out deficiencies and construct plans for improvement.

Taking Advantage Of 180 Degree Feedback For Managers

In order to get the most out of a 180 degree assessment, a manager should be willing to do the following:

  • Discover traits, strengths, and weaknesses they may not have previously recognized
  • View their feedback as a learning tool to help them grow rather than a personal attack
  • Change themselves, even if doing so may be difficult and time-consuming
  • Rely upon their mentor for support during the growth process

If a manager is not willing to do these things, then an assessment may not be the most effective option. However, if they are confident enough in their abilities to welcome the type of feedback they’ll receive from a 180 degree evaluation, they’ll be likely to see future improvement as a result.

Value Of 180 Degree Feedback For Managers

Ultimately, 180 degree assessments provide managers with an opportunity to see where they are doing well and where they need to improve, providing a springboard for future personal development and career growth.

Interested in adding effective 180 degree feedback for managers to your company’s leadership development program? Learn more about the cost and return on investment of a 180 degree assessment. 

This growth not only helps them, but it also benefits your company by allowing you to grow effective leaders from within.

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