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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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Good Idea But... Asrat Dereb, Member The idea is so interesting. However: some peopl... |
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The Issue of TrustGlen T. Mashburn, Member In order for this or any feedback to truly be effe... |
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Culture of TrustVeenvliet, Member As a HRD advisor I would ask the following questio... |
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