We asked these practitioners and others what their experiences had taught them about how to make sure that a 360-degree feedback process achieves its intended objectives. Surprisingly, there was unanimous agreement about five guidelines that should be followed:
Link the Effort to a Strategic Initiative or a Business Need. For 360-degree feedback to be effective as a stimulus for change, people need to understand its broader purpose; only then will you get their initial support and, ultimately, their commitment to the process.
Gail Howard, the senior vice president of human resources at Wilmington Trust Wealth Advisory Services (WAS), observed a difference in people’s attitudes when the use of a feedback questionnaire was ...