360 Degree Feedback

360 degree feedback collects views on a person from the people around them. Manager, peers, direct reports, sometimes clients. Used well it shows someone how they land, which a manager’s view alone rarely does.

There is one rule that decides whether it works. Keep it out of pay and promotion decisions.

The moment ratings influence money, the behaviour changes. Peers who compete for the same pool rate each other down. Direct reports fear being identified. Reciprocal arrangements appear. The data degrades, and it degrades in the first cycle, not gradually.

Kept developmental, the same exercise produces candour, because nothing is at stake beyond the person’s own growth. Say which it is before you launch, put it in writing, and do not change your mind afterwards.

The Fair Work Commission publishes guidance on performance processes. This is general information rather than legal advice, and obligations vary by state and territory.

See Sentrient’s performance management system and performance review software.