|
Please register now to read all responses and to join this discussion yourself. It's easy and 100% free.
|
|
360 DFB - Flaws in Feedback
Murli Ramachandran, Consultant, India, Member
|
As a CEO and executive coach, I make extensive use of 360 DFB to understand my coachees better. However, in my view, an assessor of any 360 DFB must be alert to two potential flaws in feedback:
- The Stereotype effect (past experiences create a stereotype that cloud current perception)
- The Halo effect (a single or a small set of qualities in which the employee is a 'saint' overshadows all others)
The one way to mitigate these is to dig into details - this is possible if the 360 DFB is conducted as an open ended or face to face process but is limited when administered through a questionnaire. (...) Read more? Sign up for free
|
|
Please register now to read all responses and to join this discussion yourself. It's easy and 100% free.
Sign up for free Log in
|
| |
|
Flaws in 360 Feedback
Jaap de Jonge, Editor, Netherlands
|
|
Certainly Murli, good to mention these here. An immense list of (35) more potential flaws can be found in our Performance Appraisal Forum. Look for the thread called "Checklist of Common Errors in Performance Appraisals". Worth reading!
|
|
