|Since the intention of 360 feedback is to find out what the groups of people you work with think, it must be clear that the feedback has to be kept separate. Systems that mix the feedback together and give an 'average' are less than useful. One manager may relate really well with his/her team but at the cost of poor relationships with peers. Another may be just the opposite. Their average 'scores' might well be the same!
And how much should the manager's manager count compared to a critical staff member or peer?
No, best practice says that whatever else you do, you must keep different categories of feedback separate - that's why you're doing 360! This is standard practice throughout the suite of 360 Facilitated® profiles.
Labels: 360 Facilitated, 360 feedback