The active support and participation of senior managers is very important. If your program does not get support from the top, why should others be interested? Integrating the program with the corporate business strategy via top management is a clear demonstration that it is not only a useless HR product.
After investing a lot of time in promoting the concept of 360-degree feedback and gaining the support of their superiors, HR people often make the mistake of starting the program too quickly. The process of collecting feedback starts without much preparation and important details are missed. This can destroy an otherwise good 360-degree feedback program.
Do not run 360-degree feedback if most of your employees have negative expectations. The reason for their negativism may be a bad experience in the past, lack of information, or misleading information. Therefore, it is up to you to first ensure that the majority of employees have a positive attitude.
The second part of the article will be published next week.
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Article source Training Zone - a UK website focused on learning and development