Quote:
Originally Posted by ABC
We have stated these 360 degree evaluations. Have to say I am not a great fan of them. Do the senior management really take any of the feedback on board !
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When I was at Procter & Gamble they managed an excellent 360 degree feedback process at junior management level upwards.
Two weeks prior to the feedback the appraise would select a number of people from within and outside his department, people that he/she interacted with daily, on the day of the feedback the manager would take the appraisers into a room and go through strengths and opportunites against set criteria for the person to be appraised, this person then cam into the room and the feedback was given by the manager, with the people who had provided the feedback eloborating further.
It produced excellent results and was a good personal development tool.
It needs a strong manager/Moderator to control it, and word the critera correctly otherwise it could turn into a witch hunt.
A 360 tool SHOULD NEVER BE USED A PRELUDE TO PAY INCREASES OR PROMOTIONS.
It should only be used as a personal development tool.
25 July 07, 16:18
Re: 360 degree evaluation
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