“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 […]