Many people aren’t honest with themselves about their weaknesses. A 360 degree assessment tool is used by many companies to identify a person’s weaknesses, regardless of his beliefs. This online assessment tool is confidential and administered by the Human Resource (HR) Department. These questions cover all aspects of the subject’s personality, management style and performance. Each person was required by HR to conduct a 360-degree assessment. This meant that each person would need to identify three to four peers for their subordinates, supervisors, and managers to help with the assessment. HR would send out the notice asking for inputs from these people. The HR would discuss the results with the subject. The subject person was then required to call the raters to discuss the results and to explain the steps taken to correct any weaknesses.
Sometimes people say that they don’t care about 360 degree feedback. It is easy to point out others’ mistakes and difficult to praise them. People believe that people forget the good work of others and only remember the negative aspects of a relationship, so 360 degree feedback is irrelevant. This perception is false. If 70% of the feedback is about your weaknesses, you should take it seriously.
Here are some steps to help you manage this type of weakness
Find a mentor within or outside your organization
Someone who has the experience to help you gain more insight into your weaknesses
You must take your work seriously. After a certain period, it should start to show in your work and attitude.
You should strive to improve the quality of your work, so that it can continue with respect to your tasks.
Concerning the perceptions of others (I was involved in upward evaluation projects that were very enlightening), it is important to remember that reality and perception are two different things. Or, as someone once said, there are three sides to every story: mine, yours, and the truth.
People who are happy to stay with their current employer, even if there isn’t any room for growth, are those with the weakness of “an inability or adaptability”. Recruiters will sometimes ask you about your strengths and weaknesses during job interviews. Sometimes they seem unsure of why they are asking the question. However, it’s because it’s on their list (is that their greatest strength?). Smart people know how to play with words and find a weakness that is actually their strength, so they can turn the interview in your favor. They might say, “I am very focused on my work and sometimes I get so involved in my work that it causes me to lose track of people around me. This can lead to me being too arrogant.” Others may say, “I enjoy solving other people’s problems and helping them. This can sometimes delay the work I have been assigned.” ”
When identifying the weaknesses of others, you can use your discretion. Prioritize the weaknesses that have been pointed out by your peers. They are not your boss or team members, so their feedback is most valuable. It will help you a lot over the long-term to work on areas that need improvement.