360 DFB Must be a Continuous and Open Process

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360 DFB Must be a Continuous and Open Process
Hareesh Ramachandran, Member
360 is a continuous feedback mechanism. Organizations which have 360s as a major tool for people development mostly collect feedback on regular intervals. Some do it half yearly, some yearly and so on depending on the pattern they decide.
The 360 feedback practice can be effective only when there is an open communication culture. Should we try to apply this feedback mechanism as anonymous, the very purpose of the practice can be lost, as people would view it with a lot of insecurity, since there is a lot of room for misuse of this tool.
For example, if a team is so unfortunate to have a biased manager, this anonymous style will give him more room for manipulative practices. This manager then could use anonymous feedback as evidence and a point of argument against someone he dislikes, thereby depriving that person of what he deserves; maybe a promotion or a pay hike.
Once all understand the why, where, when and how part of the 360 degree feedback prac... Register

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Steve Foster, Member
Please do not dismiss
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Hareesh Ramachandran, Member
Steve... Could you provide more clarity?...

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Jide Olaniran
Steve is very correct that the person being ass...

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Hareesh Ramachandran, Member
In the exceptional case as mentioned, when the man...

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jeff mitchell
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Naiema Mohammed, Member
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Kirk Witzberger, Member
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Nguyen An Thuy, Member
Open communication is a necessary key for the orga...

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Asrat Dereb, Member
The idea is so interesting. However: some peopl...

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Hareesh Ramachandran, Member
Your observation is very true Asrat. As I indicate...

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Nguyen An Thuy, Member
Your ideas are really useful. The fact that some p...

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Glen T. Mashburn, Member
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jeff mitchell
Very interesting dialogue from Hareesh's opening s...

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Gary Wong, Premium Member
That's my experience doing 360 feedback. While the...

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Veenvliet, Member
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