X
Welcome to the world's #1 website about management
- Discover 1000s of knowledge centers
- Learn from colleagues and experts
- By signing up you get full access to all knowledge centers and discussion forums, including 360-Degree Feedback
Log in
|
360 DFB Must be a Continuous and Open Process
Hareesh Ramachandran, Coach, India, 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
|
|
| |
|
|
|
| |
|
Question
Hareesh Ramachandran, Coach, India, Member Steve... Could you provide more clarity?... |
|
| |
|
Adding to Jide's Comment
Hareesh Ramachandran, Coach, India, Member In the exceptional case as mentioned, when the mangager is biased, even self-assessment will not be a defense for the assessee because, if the assesse... |
|
| |
|
360 Feedback - Acceptance of Vulnerability
SAMUEL LUZOBE, Manager, Uganda, Member Open communication is key in using the 360 degree feed back. But a culture of open communication must be combined with an acceptance of vulnerabili... |
|
| |
|
Balance of Feedback Mechanism
jeff mitchell 360% feedback is a great mechanism, if people are prepared to give honest and open views. If they are anonymous this does not need to be such a... |
|
| |
|
Never Use Anonymous Feedback
Naiema Mohammed, Manager, Trinidad and Tobago, Member In order to promote transparency within an organization, it is always better to conduct collaborative training programmes with supervisors/mana... |
|
| |
|
Anonymous Feedback
Kirk Witzberger, United States, Member Hit and run" feedback, with no name attached, is not valuable and can be hurful. As Hareesh alluded, a culture of open and mature communication... |
|
| |
|
Good Idea But...
Asrat Dereb, Teacher, Ethiopia, Member The idea is so interesting. However: some people around us are not capable to give genuine feedback due to personal feeling, emotion and other ... |
|
| |
|
Reality Can Be Overcome
Hareesh Ramachandran, Coach, India, Member Your observation is very true Asrat. As I indicated this is the part where managers / leaders have to really ensure proper integration of the perso... |
|
| |
|
The Issue of Trust
Glen T. Mashburn, Consultant, United States, Member In order for this or any feedback to truly be effective, an organization must first build trust. Without that prerequisite, feedback means litt... |
|
| |
|
The Power of Simplicity In 360 DFB
Danilo Rojas, Business Consultant, Colombia, Member We had all this experiences until we expressed all our jobs in terms of statistics, specifically what we will measure on every job inside the c... |
|
| |
|
360 Feedback Prerequisites
jeff mitchell Very interesting dialogue from Hareesh's opening statement. Is there an opportunity to develop a simple list of what are prerequisites to get 360 d... |
|
| |
|
360 Degree Feedback Need 360 Degree Evaluation
Alhassan Sulemana, Teacher, Ghana, Member In order to ensure a more objective appraisal, feedback from each appraiser can be evaluated by other appraisers in the feedback circle. This process ... |
|
| |
|
Inflexible and Expensive
Gary Wong, Consultant, Canada, Premium Member That's my experience doing 360 feedback. While the intentions are honorable, you often get unintended negative consequences that outweigh the benefits... |
|
| |
|
Culture of Trust
Veenvliet, Coach, Netherlands, Member As a HRD advisor I would ask the following question: 360 degrees feedback as a means to what end?
To develop an organisation by means of d... |
|
|
