Time & Attendance
By Staff Report
Jun. 19, 2013
Dear Stuck in the Middle:
This is a common issue, but don’t let it stop you from using 360-feedback tools.
The ability to gain anonymous input from multiple perspectives makes 360-degree feedback an excellent tool for gaining a complete understanding of individuals and their workplace dynamics. The insight is only effective if provided within the context of a process that ensures the information is used constructively. It also involves “buy-in” from all parties involved.
Anonymity is even more important in small, close-knit work environments. In your case, you really don’t want employees to know what other employees have said about them.
Instead, the feedback should be given anonymously and the manager who provides it should set expectations with everyone in your company.
The goal: To ensure the details of the process are well understood and lay out a clear and accepted protocol for reviewing the feedback.
It won’t hurt to remind employees of the positive benefits of using 360 feedback processes. The information provided helps to ensure all employees make a concerted effort to boost their individual performance.
Collectively, your company’s performance will improve as well, and your workers will recognize the direct impact their contributions make.
SOURCE: Charles A. Handler, Rocket-Hire, New Orleans, Louisiana
The information contained in this article is intended to provide useful information on the topic covered, but should not be construed as legal advice or a legal opinion. Also remember that state laws may differ from the federal law.
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