If you had to boil down the absolute essential of what will make a 360 degree feedback process succeed, it would probably be summed up by 'action'.
360 degree feedback must prompt follow through and some action
; be that on the part of the organisation using it to help shape their training & development priorities or to identify future talent for example; or on the part of the recipient, in them moving beyond raised self-awareness and taking responsibility to act upon the feedback in a productive way.
If it highlights strengths that they should deploy more readily, then they need to act on that feedback; or if points out development areas that are hindering performance then they should seek to remedy those.
Without action, 360 degree feedback doesn't deliver on the promise and can become a 'tick box' exercise which will soon lose favour on all sides.
Read the complete post at http://blog.bowlandsolutions.com/blog/360-degree-feedback-case-studies/0/0/whats-the-one-things-that-must-happen-with-360-degree-feedback
23 Nov 2010 9:32 AM
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