360 Reviews: The Three Questions to Ask Your Employees, According to Google's Former Head of People and Analytics
Are you struggling to get feedback from your employees? Are you looking for a simple and effective way to improve your leadership skills? Look no further than the 360 review, a powerful tool recommended by Lazlo Bock, the former head of people and analytics at Google. In this blog post, we'll dive into the three questions he suggests asking in a 360 review, how to use them effectively, and why they're important for your leadership development.
What is a 360 Review?
A 360 review is a feedback tool used to evaluate an individual's performance from multiple perspectives. It involves gathering feedback from a variety of sources, including peers, direct reports, and managers, and is designed to provide a well-rounded view of an individual's strengths and weaknesses. This type of review is an excellent tool for leadership development, as it allows leaders to gain insight into how they are perceived by others and identify areas for improvement.
The Three Questions to Ask in a 360 Review
According to Lazlo Bock, there are three simple questions you should ask in a 360 review to gain valuable feedback from your employees. They are:
What is one thing that I currently do that you’d like me to continue to do?
This question is designed to help you identify your strengths and ensure you continue to leverage them effectively. By asking this question, you'll gain insight into the behaviors and actions that are most valuable to your team and can use that information to reinforce those behaviors.
What is one thing that I don’t currently do frequently enough that you think I should do more often?
This question is designed to help you identify areas for improvement. By asking your employees what you should do more often, you'll gain insight into behaviors and actions that are currently missing from your leadership style. This information can help you develop new habits and become a more effective leader.
What can I do to make you more effective?
This question is designed to help you identify how you can better support your team. By asking this question, you'll gain insight into the specific needs of your employees and can tailor your leadership style to better meet those needs. This information can help you build stronger relationships with your team and create a more productive work environment.
Why These Questions are Effective
The questions recommended by Lazlo Bock are effective for several reasons. First, they are simple and easy to understand, which makes it more likely that employees will respond. Second, they are focused on behaviors and actions, which makes it easier for leaders to identify concrete steps they can take to improve. Finally, the questions are designed to elicit honest feedback, which is essential for effective leadership development.
How to Use These Questions Effectively
To use these questions effectively, it's essential to create a safe and supportive environment for feedback. Employees should feel comfortable providing honest feedback without fear of retaliation or judgment. Leaders should also be open and receptive to feedback, even if it is difficult to hear. Finally, it's essential to take action based on the feedback received. By implementing changes and demonstrating a commitment to improvement, leaders can build trust and credibility with their team.
Conclusion
In conclusion, the three questions recommended by Lazlo Bock are a simple and effective tool for leadership development. By asking employees what they want you to continue doing, what they want you to do more often, and what you can do to make them more effective, you'll gain valuable insight into your strengths and areas for improvement. By using this feedback to make concrete changes, you can become a more effective leader and build stronger relationships with your team.
Sources:
"The Three Questions You Should Ask Your Team Every Week," Harvard Business Review, https://hbr.org/2018/07/the-three-questions-you-should-ask-your-team-every-week
