“One size does not fit all.” -Paula Dobriensky Little research exists to provide definitive answers as to the best way to present 360-degree feedback results.  However, it is intuitive that participants have different learning styles, and some may prefer to favor the interpretation of either qualitative versus quantitative presentations of results. One study that does […]

This is the first post of a new ongoing series on 360-Degree Feedback Best Practices. New posts in the series will appear each and every Thursday for many weeks to come. Enjoy! At an organizational level, a poorly constructed 360-degree feedback process can lower engagement and employee morale. At an individual level, poorly-delivered feedback can […]

“Some authors should be paid by the quantity that is not written.” -Anonymous In general, 360-degree feedback questionnaires should be targeted and contain relevant questions. They should be long enough to accurately measure the competencies they are attempting to assess (reliability), but not too long as to decrease motivation to complete them. It’s important to […]

“The whole is greater than the sum of its parts.” -Aristotle Attempting to interpret 360-degree feedback results is difficult enough, and to have to interpret scores of all different raters is even harder. As we discussed in one of our previous blogs on interpreting different rater scores, participants of the 360-degree feedback are challenged about […]

“All meanings, we know, depend on the key of interpretation.” -George Eliot Most 360-degree feedback studies have consistently shown high inter-correlations among competencies including our own ((Nowack, K. (1992). Self-assessment and rater-assessment as a dimension of management development. Human Resources Development Quarterly 3, 141-155)). As such, academic researchers have no problem combining all the competencies […]

“Inappropriate development would be a tragedy.” – John Opie 360-Degree Feedback can be very counterproductive if its not implemented appropriately. I have come across organizations that are hesitant to utilize a 360-degree feedback program because they have experienced its negative consequences in the past. I don’t blame them! There are certain organizational circumstances that are […]

“According to the law of nature it is only fair that no one should become richer through damages and injuries suffered by another.” -Marcus Tullius Cicero The sensitive nature 360-degree feedback programs make them inherently fraught with risk, even when done well. To link the results of the 360 to compensation take these risks to […]

This is the second post of an ongoing series on 360-Degree Feedback Best Practices. Enjoy! “Amid all your list-making, organizing, and planning your next move, when was the last time you sat down and thought about your reputation?” –Marshall Goldsmith Multi-rater or 360-degree feedback is the process in which managers, direct reports, peers, team members, […]

“Perfection is achieved, not when there is nothing more to add, but when there is nothing left to take away.” -Antoine de Saint-Exupery The usefulness of 360-degree feedback assessments is partly based on the invited rater’s ability to read and understand the questions that are posed.  If questions are double barreled (i.e., contain two concepts […]

“Not everything that can be counted counts and not everything that counts can be counted.” –Albert Einstein Upon receiving the 360-degree feedback results, individuals often feel challenged about how to interpret their results in a meaningful way, particularly when there are differences between views of rater groups. Should participants of the 360-degree feedback focus their […]