20/20 Insight GOLD - Top 5 FAQs
If the assessment process is used strictly for developmental purposes, and it's not linked in any way to compensation, what would motivate a person to take self-improvement action?
There are four typical reasons why people are motivated to improve themselves based on multi-source feedback information, even though they know that it won't be used for any kind of personnel action.
First, if the feedback recipients think of themselves as professionals, they will want to work on any area of their performance that they discover needs improvement. Professional-minded employees typically seek this kind of feedback for the purpose of self-improvement. They see themselves as life-long learners, they take responsibility for their own development, and their pride creates a desire to improve their scores.
Second, most people in the workplace care about their coworkers. If the people around them report that certain actions on their part are causing problems, the individuals receiving feedback will want to change these patterns, because they don't like the idea of causing pain or frustration for others.
Also, people are more concerned about career development these days. For a variety of reasons, people are more likely to move to other organisations, and they are concerned about their value in the marketplace. In this light, multi-source feedback is seen as an opportunity to identify strengths and areas for improvement.
Finally, people are often motivated to assess and develop themselves when the results aspects of performance are measured and linked to compensation, because a lack of ability is a common reason for not achieving desired results. People may conclude they need to improve the way they go about their work in order to get desired results.
This doesn't mean that everyone is motivated by these reasons to seek self-improvement action. People who don't think of themselves as professionals, who don't care about the people who work around them, who aren't concerned about remaining competitive in the career marketplace or who aren't held accountable for results may not feel a keen motivation to take development action based on feedback data.
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