360 Degree Feedback System
A 360 degree feedback system lives or dies on who is asked, and that decision is usually made carelessly.
Let the subject pick their own raters and they will pick people who like them. The report comes back warm, nothing is learned, and the exercise costs everyone a morning.
Let the manager pick alone and the subject distrusts the result, particularly if the relationship is already difficult.
The workable middle is that the subject nominates a list, the manager reviews it for balance, and both agree the final set. Balance means people who see different sides of the work, including someone the subject finds difficult, and a spread across seniority rather than five peers.
Six to ten raters is usually enough. More than that produces averaging rather than insight.
The Fair Work Commission publishes guidance on fair processes. This is general information rather than legal advice, and obligations vary by state and territory.
See Sentrient’s performance management system and meetings management software.
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