Any program aimed at improvement requires that you know where you are at the outset. Define the present and you will be able to state (and prove) how far you have travelled, what you have achieved. This is the only way that you can turn an intervention from a cost into an investment - a successful one. In this way, you demonstrate your worth as the HR or other manager of this initiative and earn the right to repeat it or initiate something new. You prove your results and thereby earn trust.
Return On Investment (ROI) is a measure of what you may reasonably expect to obtain from a program and should contain both 'hard' and 'soft' data - because both will ultimately affect the bottom line (financial).
For a nice of example of this aspect of a 360, see the previous posting 'Virgin 360'. It surprises me how few people are prepared to copy Sir Richard Branson. He has a great model for business, we should be cloning him!
[more]Labels: 360 feedback, Return On Investment |
