Does this one really need explanation? After everthing we have said, it follows that there must be support for the manager who receives the feedback. S/he may be sitting there stewing, or may be setting out on a wrong track that won't help.
And the team? They should also get some follow-up. After all, they gave the feedback, they want to know what happened as a result - anything? Were they understood well? They deserve some response. Pitfall No. 9:
Not following up with support for the manager – and the team - risks for some managers, and the possibility of disillusion for the team.
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Labels: 360 feedback, Morale, Teams, Trust |
