Stacey Epstein Guest Posts: Delivering 360 Results
September 28, 2005
In a recent managers’ meeting where we discussed the process of delivering 360 results to the employee, I asked “why don’t we let the employees review their results before meeting with the manager?” I got some pretty charged responses about the need for managers to be physically present to manage the employees’ response. Our CEO, Lars, gave an example about the first 360 he ever received, which was very difficult for him, and we talked about the strong opinions of companies like Lominger on the topic.
So, why is it so important to not let the employee read their review in advance? What does Lominger think? Are they right?
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2 Responses to “Stacey Epstein Guest Posts: Delivering 360 Results”
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The feedback on the need for a manager to be physically present is right on the mark. The manager’s role is to:
- 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.
I could not agree more with what John has stated.
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.