360 Degree feedback?

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Can anyone help with information relating to 360 degree feedback? I would especially like to here from anyone who has experience of its implementation.

-- David Mitchell (david.a.mitchell@ukonline.co.uk), February 05, 2000


dear david i am starting a research/ paper on 360 deg feedback please send me all the info you have recd regards - suryakant

-- suryakant sharma (suryakantsharma@yahoo.com), February 18, 2000.


I've been through three implementations, and I can tell you it is hard work. I like the concept, but it is sometimes very difficult to get good improvement ideas. Send me an e-mail if you have a specific question, and we can discuss it.


-- Bob Authur (bauthur@nebs.com), April 24, 2000.

David, it is a lot of work, but the first thing you need to do is decide "What does 360 degree feedback mean to us?" Will it be used throughout the organization? Management sometimes is very supportive of 360 feedback - until they realize they will be on the receiving end of 360 feedback also. If you have new teams (under 18 to 24 mos), asking for team members to provide feedback on peers can be intimidating - and you probably won't get honest feedback until they are used to the feedback process. (another couple of years). If you're talking about anonymous feedback gained by using a standardized instrument, it can be easier. We have new teams and will use what I call "multi-rater" feedback - from team leads, facilitators, customers. We aren't planning to begin team member to team member feedback for another year (teams will be in place for about 21 mos. at that point). Another factor to consider is the instrument you will use to gather the feedback. If it's too cumbersome, you'll find that your response rate is very low. These are some of the factors to consider - and I'm sure this is not a list that's close to complete! Hope it is helpful! Chris

-- Christine Miller (christine2.miller@cna.com), April 27, 2000.

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