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
 

 
Missing on the List Here is Self EvaluationSign up
Steve Foster, Member
Please do not dismiss
 
QuestionSign up
Hareesh Ramachandran, Member
Steve... Could you provide more clarity?...
 

 
Self-evaluation Matters. Communication of the FeedbackSign up
Jide Olaniran
Steve is very correct that the person being ass...
 

 
Adding to Jide's CommentSign up
Hareesh Ramachandran, Member
In the exceptional case as mentioned, when the man...
 

 
360 Feedback - Acceptance of VulnerabilitySign up
SAMUEL LUZOBE, Member
Open communication is key in using the 360 degree ...
 

 
Balance of Feedback MechanismSign up
jeff mitchell
360% feedback is a great mechanism, if people a...
 

 
Never Use Anonymous FeedbackSign up
Naiema Mohammed, Member
In order to promote transparency within an organiz...
 

 
Anonymous FeedbackSign up
Kirk Witzberger, Member
Hit and run" feedback, with no name attached, i...
 

 
360 DFB - Open Communication with Constructive AttitudeSign up
Nguyen An Thuy, Member
Open communication is a necessary key for the orga...
 

 
Good Idea But...Sign up
Asrat Dereb, Member
The idea is so interesting. However: some peopl...
 

 
Reality Can Be OvercomeSign up
Hareesh Ramachandran, Member
Your observation is very true Asrat. As I indicate...
 

 
How does a Manager Ensure Proper Understanding of 360 DFB?Sign up
Nguyen An Thuy, Member
Your ideas are really useful. The fact that some p...
 

 
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Glen T. Mashburn, Member
In order for this or any feedback to truly be effe...
 

 
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ONOJEHARHO E. JOHN, Member
360 DFB can be a resource if the culture of the...
 

 
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Danilo Rojas, Member
We had all this experiences until we expressed ...
 

 
360 Feedback PrerequisitesSign up
jeff mitchell
Very interesting dialogue from Hareesh's opening s...
 

 
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Alhassan Sulemana, Member
In order to ensure a more objective appraisal, fee...
 

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

 
Culture of TrustSign up
Veenvliet, Member
As a HRD advisor I would ask the following questio...
 

 
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Ana Luz Padierna, Member
In companies where the organizational climate i...
 

 
 

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