Here is a rather comprehensive blog post from David K Schneider which takes a balanced view of 360 degree feedback, describing the various possible outcomes as 'Heaven', 'Hell' and 'Purgatory'; nice analogies!
I found myself nodding at numerous points throughout this piece, particularly those which picked up on how if a 360 feedback project becomes an 'I.T. solution' to be implemented, then something is going to awry.
It's all too easy sometimes to put in the hard miles at the beginning of a project; taking time to design a behavioural questionnaire that is relevant and resonant, communicating the process clearly and consistently, and implementing an online system which creates an easy-to-use process, before faltering at the end with poor training of debriefers or failing to ensure that recipients are adequately supported when absorbing their feedback.
Heaven is in reach, Purgatory is avoidable, and Hell is a painful lesson.
John
I found myself nodding at numerous points throughout this piece, particularly those which picked up on how if a 360 feedback project becomes an 'I.T. solution' to be implemented, then something is going to awry.
It's all too easy sometimes to put in the hard miles at the beginning of a project; taking time to design a behavioural questionnaire that is relevant and resonant, communicating the process clearly and consistently, and implementing an online system which creates an easy-to-use process, before faltering at the end with poor training of debriefers or failing to ensure that recipients are adequately supported when absorbing their feedback.
Heaven is in reach, Purgatory is avoidable, and Hell is a painful lesson.
John
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Thank you for noticing my blog post, and for your kind words. As a non-HR manager with a fair amount of OD training, I have seen all three states. While you can do all you can to avoid hell, there will always be that one manager who uses 360 as a weapon. The only way to avoid is to make sure that there is and executive officer with the stones to back up discipline of the offending party.
Again, thanks for the notice and the link.
I wonder what other experiences people have had in this regard and how they have overcome such issues?
John