How to run a 360 degree feedback process
Once upon a time in a distant place there were two HR Managers. Odile from the land of Futile and Odette from the land of Talent. This is a tale of their 360 Degree Feedback processes…
The Land of Futile …
Odile talked about an upcoming 360 Degree Feedback process with some senior people in the land of Futile. In her haste, she assumed they would tell their managers and teams about what was coming up.
The people of Futile had no idea what was about to strike them. And when it did they were fearful. For they did not understand what a 360 Degree Feedback process was or why they were doing it.
It was all left to their imagination.
Once the fearful people of Futile had given their feedback, Odile dutifully distributed reports to participants.
But alas, no support or coaching was offered to them.
The people of Futile read their feedback reports with trepidation. Some were dismissive and some were brave enough to think they might try some things differently. But the poor people of Futile received no support.
Nothing really eventuated.
Odile did not educate her elders on the outcome of the 360 process. They all went about their daily drudgery unaware of the golden opportunity they had missed.
The words ‘360 Degree Feedback’ were not heard again in the land of Futile.
The people of Futile had spent valuable time on a process that led to nowhere. They grew ever cynical.