“Other people’s opinions are none of my business.”
This was a comment recently made to me when discussing 360-degree reviews. It’s an understandable reaction - after all, feedback can be uncomfortable. But in a business environment where collaboration, leadership, and team dynamics shape success, the perspectives of others are not just relevant; they’re crucial.
Honest feedback in a culture of humility
New Zealand workplaces are known for their flat hierarchies, collaborative cultures, and strong emphasis on teamwork. Unlike in some other countries where leadership is highly centralised, Kiwi businesses tend to value approachability and shared responsibility.
But here’s the challenge: while New Zealanders appreciate open communication, we also have a deep-seated culture of humility. Many employees are hesitant to give or receive feedback for fear of being seen as too critical or too self-promotional. And this is where 360-degree reviews become so valuable. They provide structured, anonymous, and constructive feedback that allows individuals to improve without the discomfort of a direct confrontation.
What is a 360-degree review?
A 360-degree review is a structured feedback process where employees receive confidential, anonymous input from colleagues, direct reports, and managers. This multi-perspective approach provides a holistic view of an individual’s strengths, blind spots, and overall impact on the organisation.
Unlike traditional performance reviews, which focus primarily on a manager’s evaluation, 360-degree reviews offer diverse insights that help individuals grow, teams strengthen, and businesses thrive.
Why are they crucial in New Zealand workplaces?
1. Self-awareness leads to growth
We all have blind spots - areas where our perceptions of ourselves may differ from how others experience us. In New Zealand’s close-knit professional circles, reputation matters. 360-degree feedback allows employees to gain insights in a structured and supportive way, helping them refine their leadership and communication skills.
2. Stronger teams, better results
Kiwis value teamwork, but team dynamics can be tricky. 360-degree reviews create a culture of accountability and openness, allowing teams to function more effectively by addressing issues before they become major roadblocks.
3. Leadership development
In New Zealand, many businesses are small-to-medium enterprises (SMEs), meaning leadership is often informal. However, leadership still requires self-awareness and adaptability. A 360-degree review ensures that leaders - whether in an SME or a large corporate - understand how they are perceived and where they can improve.
4. Encouraging honest feedback in a humble culture
New Zealand’s “tall poppy syndrome” can sometimes discourage employees from speaking up or giving feedback to their peers. A structured, anonymous review process removes this barrier, allowing for more honest and constructive conversations that ultimately benefit both the individual and the business.
Reframing the mindset
If we dismiss feedback by saying, “Other people’s opinions are none of my business,” we risk missing out on valuable learning opportunities. Instead, consider this:
Other people’s experiences of working with me are absolutely my business, because they shape the way we collaborate and succeed together.
360-degree reviews aren’t about judgement; they’re about insight. They’re an opportunity to grow, to understand our impact, and to build a workplace where everyone can thrive.
So, is feedback uncomfortable at times? Yes. But is it worth it? Absolutely!
Interested in making feedback a meaningful part of your workplace?
360-degree reviews can provide valuable insights that help individuals and teams grow. If you’d like to explore how this approach could work for your organisation, feel free to reach out for a conversation.