The 360 review is an opportunity in which an employee is provided with a professional feedback on his or her performance. The main objective of this feedback is to give an opportunity to the employee to be able to understand how the organization views their work. Through this review, I was able to know some of my emotional strengths and flaws at my workplace. One of my strengths is the passion that I have towards my job which boosts my job performance. Another one is optimism, as most of the time am very hopeful and confident about the future, in my job or in my social life. Enthusiasm is another one of my strengths as I have great eagerness to be involved in particular activities in my job as I consider most of those activities very helpful and important.
Despite my strengths, I also have some weaknesses. One is, disappointment which occurs when one of my expectations or hopes has not been fulfilled. I also tend to have some doubts especially if am uncertain of what the outcome will be, making me to sometimes hesitate when making some decisions. Also I might fear the outcome of certain actions that I do when working. My biggest fear is being fired from my job if I make mistakes.
The following were instances that really stressed me while working:
Lack of control
According to Sunila (2012), lack of control is a common reason that cause stress in the workplace. This happened when I felt like I didn’t have control over a certain situation or like I was being prevented from applying the solution I had to the problem at hand at that time (Farah, 2013). But I overcame it when I got the opportunity to apply the solution I had which made the situation better which relieved me of my stress.
Lack of knowledge
People tend to get stressed when they don’t have the expertise required to deal with a certain situation (Farah, 2013). There was a task I attempted to do on my own and as my colleagues told me it was easy, I was completely stressed by it. But I overcame it when I decided to delegate the task to an expert and my stress disappeared completely.
Perceived lack of time
When I was given a specific amount of time to complete a certain project, I felt like that project won’t be complete by the time the period given lapses. This really stressed me out until I learnt that making realistic deadlines would really help me overcome my stress.
There are some causes that affect personal emotions while at work. One of them is for example when you make a costly mistake at work. This can be very stressful if he or she is blamed by the managers. But remind the worker that mistakes do happen and try to help them focus on solving the problem. Another one is when a worker is having a hard time learning the task when he or she is new to the job. To show concern on worker’s progress but focusing on asking him or her what can be done for him to succeed will be the best way to deal with the problem without triggering fear and also boosting performance from the worker.
One instance of modeling behaviors in the workplace demonstrating emotion management is through emotional intelligence. It is the ability of an employee to monitor his or her emotions and the emotions of the colleagues in a work environment, so as to discriminate among the emotions and to be able to use this information to guide their actions and their thinking.
To improve my emotional intelligence, one of the actions to take is being self-aware emotionally which will allow you to diffuse the strong emotions for long so as to figure out why they are happening preparing you to address them with balance and thoughtfulness (Nutrition, 2016). Another action would be to have self-control to able to manage those emotions calmly which will enable you to meet the challenges in a relaxed and clear way. The other action is to be adaptable to life itself by making sure that you are not too attached to any outcomes or processes in particular.
First of all, don’t take things the store manager is yelling about personally and try to stay calm and positive which will enable you deal with the issue in a relaxed state of mind. Then I would take responsibility of what’s happening as great leadership is defined by how you react to both negatives and positives times (Mortiboys, 2012). This brings a sense of calmness to the junior staff which will key to forging a way to move forward in trying to find a solution.
The store manager failed to demonstrate the principle of self-awareness as she didn’t recognize her emotions and they swept her away when she started yelling at the other managers. She also failed to demonstrate self-control principle as she didn’t remain calm when she was under pressure and started yelling. The store manager should have demonstrated emotional awareness and should have also promoted positive leadership behaviors rather than blaming the other managers.
How the employees are treated by their managers governs their morale. If managers treat employees in a friendly manner will push them to achieve reachable goals (Miksen, 2017). People usually pay attention to how their superiors act, so when stores manager loses his cool and starts yelling, this will affect the employees’ performance negatively as they will lose their focus when unrealistic demands are asked of them.
Some misinterpretations include- some people tend to share a lot about themselves and also ask about other people families, so when nobody ask them about themselves and their families, they tend to feel disengaged and isolated. Secondly, other people are usually taught that if they work hard and remain humble they will be recognized (Cole, 2015). But in reality, those people who brag about themselves and their work are the ones that are recognized and usually promoted over the humble ones.
I would explain to the employee why it is a challenge to manage a culturally diverse workforce but remind him that this differences makes our workplaces stronger (Dabbah, 2018). One way to raise awareness is by observing others which increases self-awareness of the values and an assumption shaping one’s own ideas of what is normal and natural and influences decision making and behavior.
Using the principle of empathy, I will set aside my emotions and see things from the employees perspective so as to respond to his feelings naturally which will help in forming deep relationship with the employee. Communication is key to personal interactions and successful business. Understanding, accommodating and appreciating the employee’s differences will increase your effectiveness and enhance your ability to effectively communicate when you use self-awareness, relating to other people will be enhanced building team cohesion in the process which in return improves performance.
Employees who are effective emotionally have the highest chance of attaining business goals and objectives set out for them. Negative emotions may lead to biased decision making but with positive emotions, you make good decisions affecting business goals. When targets are being set, the impact of emotions on employees should be put into consideration to avoid making of unrealistic targets which will negatively affect employee decisions.
Cole, S. (2015, March 19). A Simple Way to Raise Your Cultural Awareness at Work. (Accessed on 16th September 2018
Dabbah, M. (2018, May 17). 4 Examples of Cultural Differences in the Workplace. (Accessed on 16th September 2018)
Farah, S. (2013, September 30). 8 Common Workplace Stressors and How to Handle Them. (Accessed on 16th September 2018)
Heathfield, S. M. (2018, April 30). You Can Get Feedback for Performance Improvement through 360 Reviews.
Miksen, C. (2017, November 21). How the Behavior of Company Managers Can Affect the Behaviors of Their Subordinates. (Accessed on 16th September 2018)
Mortiboys, A. (2012). The Development of Emotional Intelligence: A Case Study. London: Routledge
Nutrition, I. (2016, November 10). 5 Essential Principles of Emotional Intelligence. (Accessed on 16th September 2018)
Sunila, S. (2012). Emotional Intelligence and Achievement in School Children: A Comparison of Boys and Girls in Private and Public Schools. Indian Journal of Positive Psychology, 3(2), 65-79.