“The way to gain a good reputation is to endeavor to be what you desire to appear.” -Socrates Multi-rater or 360-degree feedback is the process in which managers, direct reports, peers, team members, and/or customers provide anonymous feedback to others. Despite being around for decades, it continues to grow in popularity. Some companies bring […]

“Efficiency is doing things right; effectiveness is doing the right things.  -Peter Drucker Once the 360-degree feedback tools have been taken, the next step is to collect the information then share it. It is important to ensure that how 360 degree feedback is process and shared is done effectively to ensure to maximum results. Today, […]

“I want to be normal. I really want anonymity.”  -Emma Watson Much research verifies that when raters are held accountable or identified, they tend to inflate ratings on 360-degree feedback assessments, because they are concerned about the repercussions of low ratings. Thus, the anonymity of raters does appear to ensure more accurate ratings (Morgeson, Mumford, […]

“Dare to risk public criticism.” -Mary Kay Ash It is not at all uncommon for recipients to experience strong emotional reactions to both the quantitative and qualitative sections of multi-rater feedback reports generated by organizations and vendors selling these assessments ((Illgen & Davis, 2000.  Bearing bad news: Reactions to negative performance feedback. Applied Psychology: An […]

“Seldom, very seldom, does complete truth belong to any human disclosure; seldom can it happen that something is not a little disguised, or a little mistaken.” -Jane Austen When implementing a 360-degree feedback tool, stakeholders often have a number of questions about the following issues: Purpose of the 360-degree feedback intervention Deadline dates to collect […]

“The other day I got out my can-opener and was opening a can of worms when I thought, What am I doing?!” -Jack Handey The usefulness of having qualitative comments in 360-degree feedback interventions is not widely debated. In fact, before online administration of 360-degree feedback assessments was even possible, most coaches and consultants relied […]

“A little inaccuracy sometimes saves tons of explanation.” -Saki The goal of all 360-degree feedback processes is to provide clear information for professional development in a manner that motivates individuals to make specific behavioral changes, leading to enhanced effectiveness. Generally, the feedback from 360-degree assessments can be shared with the program participant, his or her […]

“For many people, one of the most frustrating aspects of life is not being able to understand other people’s behavior.” -Goethe Writing good behavioral statements for a customized 360-degree feedback assessment is critical to ensure that what is being measured is accurate and useful for developmental purposes. Here are some recommended tips to ensure your […]

“Once you label me, you negate me.” -Soren Kierkegaard An important issue for response scales is considering how to best label the response scale anchors.  There are several effects that can arise as a result of rating scale labels. 1. Clearly labeled scales results in less leniency effects. Negative skew or low variability in scale […]

We’ve all heard of failed 360-degree feedback programs at large, high profile companies. I’ve seen 360-degree feedback programs fail first hand, but they didn’t have to. There are things your client or company can do to get the most of your 360-degree feedback program. In my post last week, I shared the “4 Immutable Laws […]