|We have heard some of the results of poorly designed 360 feedback programs. They include loss of morale, managers leaving, revenge, disillusion, collusion ('peer shopping') to get good results, incomprehension, apathy, manager rebellion... "you couldn't make any use of it", "nothing happened as a result" and much more.
But what went wrong? Can you have a good 360?
At last count we identified 16 pitfalls in 360 programs. This is the first in the series. The intention is to get organisations to think seriously about what they want to achieve with 360 and how they should go about it. So here goes, Pitfall no. 1:
Not deciding at the outset the outcome that you want: how will your team and organisation be, look, think, feel, operate as a result of your investment in this program?
Labels: 360 feedback, Collaboration, Culture, Vision