360 degree feedback, organizational trust, change & sustainability
Best Practice in 360 Degree Feedback: No. 1
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Monday, 20 August 2007
Yes, in previous months we went through 16 Pitfalls in 360 Degree Feedback - meaning, of course, the process by which a manager receives feedback from a direct report or peer. But then someone asked "What about the positives in 360?".

Well, it's in line with our approach to always look for the positives, so let's see what we can say about Best Practice in 360.

Just for one moment let's recall that when 360 goes wrong, the results include:

Loss of morale, managers leaving, revenge against staff, disillusion with the process, collusion ('peer shopping') to get good results, incomprehension of the results, apathy about what can be done, manager rebellion... "you couldn't make any use of it", "nothing happened as a result" and a great deal more. That's what we want to avoid.

It should be clear that the first thing we want to do is define the Outcome we are aiming for. It should include an increase (note this, not a decrease!) in morale both for managers and their direct reports. If it doesn't achieve that much then it is probably doing more harm than good. Of course the Outcome should equally include hard data about performance and productivity. Without that, your investment is not getting a return.
(to be continued)

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posted by Dr Ron @ 17:51  
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