|
Pavan Kumar Rathore
Qatar
|
Watch out for Abuse of 360 Degree Feedback!
The quality of the feedback depends on the attitude and skills of the management. If management is not caring about the efforts made by the team leader or by the team, and instead of giving moral support are abusing the team leader as he is believed and trusted, what will the be the assessment of feedback?
To improve the efficiency of the work and to obtain excellent feedback, moral support from management is must.
X
Sign up for free
Welcome to the 360-Degree Feedback best practices of 12manage.
Here we exchange knowledge and experiences in the field of 360-Degree Feedback.
❗Sign up now to gain access to 12manage. Completely free.
X
Continue for free
Please sign up and login to continue reading.
Here we exchange knowledge and experiences in the field of 360-Degree Feedback.
❗Sign up now to gain access to 12manage. Completely free.
| |
|
|
| |
|
Mrs c usha rani
Professor, India
|
|
Attitude and Skills of the Management The quality of the feed back depends on the attitude and skills of the management. This statement from Mr. Pavan Rathore is really an excellent one. I feel it is true. And I would like to add one more sentence for this:
"... Give feedback on the performance of the boss at your own risk..."
The majority of managements and bosses nowadays are using this feed back as a weapon to remove an employee from the organization. Performance feedback from subordinates is good remedy available to improve the quality of feedback.
|
| |
|
John Muka
Consultant, Australia
|
|
Management and HR Support Performance feedback discussions is the most important and "the only effective way" to managing performance variations in pursuit of excellence.
The process works well when it is driven by top management (CEO's) down and having an independent grievance management process through a committee of senior management and facilitated by HR to address subjectivity.
|
| |
|
Kate Beebe, United States
|
|
Training Helps to Avoid Abuse of 360 Feedback Training in giving and receiving feedback is critical to its success. We are spending a lot of time focusing on this aspect. Then again, we have CEO support.
|
| |
|
Lewandowski
Business Consultant, United Kingdom
|
|
Performance Feedback If you really want to know how to approach the question of feedback, take a course in adult education - then you will understand what it means, who to deliver it to and most importantly, how to deliver it.
ALL MANAGERS in my opinion should be given feedback training from an educational perspective. Educators are experts in this field, because it is such an important daily requirement and has to be done contextually and universally.
Remember it is not solely the feedback content that is important, the manner in which it is presented (feedback form) is as important - I doubt that many managers realise this.
|
| |
|
Hareesh Ramachandran
Coach, India
|
|
Indian managers and bosses not ready for 360 degree feedback @Mrs C Usha Rani: that's a valid observation Pavan and Rani. Indian managers and bosses are really not ready for 360 degree feedback mechanism. It is a high risk game to provide an upward feedback.
On the other hand, if you need some change to be seen, it's quite important to encourage this culture as well.
|
| |
|
geevis, India
|
|
360 Degree Feedback System in Offices The bosses inability to receive feedback from lower levels, especially if there is an element of criticism may be attitudinal. It takes time for the system to settle down.
When positive effects of the feedback are seen, things will change. Bosses themselves should be convinced of the need for the 360 feedback system and not treat it as a fad or for outward show.
|
| |
|
Om P Nirola
Consultant, Bhutan
|
|
Culture and Feedback As Ken Blanchard says, 'feedback is the breakfast of champions'. If people are not willing to receive feedback, they are not wiling to improve.
In many oriental cultures, age and seniority are respected. Oft times, employees are not evaluated on the basis of what they bring to the table, but by the look of their age and how long they have been in that position.
|
| |
|
luojuan
HR Consultant, China
|
|
360 Degree Feedback Should Involve All Members in the Company The appraisal in our company is quite simple. We only receive feedback from our direct leader. There is no evaluation form peers and subordinates. We're still on the way to improve our system.
|
|
|
|
|
More on 360-Degree Feedback
|
|
|
Log in
Comments by date▼