360 Feedback Processes are an attempt to get feedback from different points of view. In my experience, these programs don't provide much actionable information. Its too easy to lob softballs or zingers, with no way for people to follow up.my peeve with this process is that there is no conversation. from my experience, managers basically recognize responders as being reliable sources or not and simply accept or reject feedback without understanding what it even means (or if it's even true!). i have always asked those who want my feedback to give me a call and actually discuss the person being reviewed. i recommend the practice as it offers a means of asking probing questions about both positive and negative comments.
I find that it's more useful to find out what's important to people and start a conversation.
scavinger has wise words for all current and aspiring managers.
I think it could be boiled down even further...
- Learn to recognize when you're being a douche.
- Stop being a douche.