Lominger, WW and DDI both agree that the person who will be delivering the results, see the report first. This person can be a coach, manager, HR rep, mentor or someone else. That person then sits down and goes through the feedback areas first highlighting strengths and then areas for improvement. It has been somewhat of a controversy on whether the employee actually ever sees the report and if they see it in its entirety.

However one thing they all agree upon, if nothing is done with the results, meaning put an action plan/developement plan with follow up, no one will ever participate again because they see it as a huge waste of time.

- Set the context by explaining how the review supports the organization and the employee.

- Help the employee move quickly from emotional reaction to a rational analysis of work behaviors.

- Help the employee to create an action plan.

- Gain a commitment from the employee to help others with their action plans.

Unless this help is present there is a huge risk of irreparable damage to work relationships. Let me put it this way – when it comes to feedback, people are crooked scorekeepers. If 100 people give you feedback and one of them gives negative feedback that hits you where you are vulnerable, you think the score is one to zero, not 99 to one.