Performance Management Books By Robert Bacal
Frequently Asked Questions About Performance Management, Performance Appraisals, Employee Reviews, Appraisal Forms and More
|
Navigate Performance Management and Appraisal Q & A's |
General Questions |
|
Performance Management & Appraisal Cheatsheets |
| Short, low cost help to inform and guide you through appraisal meetings, goal setting, performance problems, progressive discipline. Starting at $6.48. All can be previewed free. |
One of the isstues with 360 degree feedback as it is often used is that a company forces employees to participate. We know that feedback which is forced upon a person, is unasked for, and is not under the control of the person receiving it tends to have little positive impact, or in fact, negative impact.
Clearly, it's possible to have a 360 feedback system that accomplishes the same purported goals of forced systems. The first method is simply to have a less rigid, more flexible and more face-to-face approach to feedback in the workplace. Why not provide discussion opportunities where, for example, employees who choose to, can solicit and discuss feedback from their coworkers or managers? This can be done voluntarily, and it has the advantage of removing problems associated with anonymity.
Or, there's no particular reason why a company cannot have an opt-in 360 degree feedback system. After all, since 360 feedback is intended to help employees improve, and should never be used for other purposes, why insist all employees participate?
So, yes, it's possible to remove the coercive and forced nature of some 360 degree feedback systems, and in the process, actually improve their power and usefulness for those that voluntarily participate.
Copyright
Robert Bacal, 2000 - 2008 Reprint or distribution without permission prohibited.
Contact Information: | Bacal &
Associates | 722 St. Isidore Rd. | Casselman, Ontario, Canada | K0A 1M0
| Phone: (613) 764-0241 | Email: ceo@work911.com
|