Crowdsourcing vs. 360 Degree Feedback (part 2)

In the last blog post I introduced the differences between Crowdsourcing vs. 360 Degree Feedback.  In this post we’ll look at some different needs and pick the best tool for the job.

If your need is any of these, 360 Degree Feedback is the best tool for the job
  • Identifying actual behaviors to develop as opposed to general needs.
  • Targeting the training budget to highly specific needs.
  • Providing the organisation with quantitative data and analysis.
  • Giving an individual a comparison to a benchmark.
  • Finding the gaps between how well a person knows themselves compared to how others see them.
  • Analysing a group of people for common strengths and areas needing development.

Crowdsourcing

Crowdsourcing is a great new tool for the manager’s toolbox.

If your need is any of these, Crowdsourcing is the best tool for the job
  • Getting feedback at a moments notice.
  • Obtaining general and open-ended feedback.
  • Feedback that is not prompted by set behavioural categories and questions.
  • Asking follow-up questions.
  • Asking for feedback from colleagues to support your performance review.
  • Getting ad-hoc feedback on team members to support their performance review.
  • Getting feedback on team members who you aren’t working directly with (for example, when team members are working in project teams).
  • Enabling people to discuss feedback together.

Crowdsourcing is a useful tool for getting feedback on ad-hoc things at a moments notice.  It has a much less formal feel and is very much in line with our social technology age.  For example, people can discuss the feedback together.  It doesn’t replace 360 Degree Feedback which is very effective at identifying highly specific behaviours where people can be developed.  But crowdsourcing is a great new addition to the toolbox that can simplify life for managers and HR.

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