Is there a problem if we use "anonymous feedback" in 360?

 


Anonymous feedback causes distrust within teams
In most workplaces, anonymous feedback sows seeds of mistrust among employees, eroding teamwork. Not to mention that without knowing where feedback comes from, it's almost useless in helping employees improve.

Most companies using 360 degree feedback arrange things so the person recieving the feedback does not know what rating (or information) came from what specific person. In other words, the feedback is anonymous. Part of the thinking is that anonymous feedback will be more honest and accurate, since there won't be any fear of reprisal.

Are there problems with this practice? Yes. Serious ones.

For more on 360 go to the main 360 degree feedback question and answer page.

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The Busy Learner's Kit For Making Performance Management and Appraisal VALUABLE: Walking The Path Together1 Why don't we prepare employees for their performance reviews?2 How can you fix performance problems if you don't know the cause?3 The Performance Management and Performance Review Checklist For Managers4 Plan To Remove The Pain Of Performance Appraisals5 Overview of the Performance Management Process For Managers & Supervisors6 You Think Discipline Is Punishment? How Wrong Can You Be7 Many of Our Learning Tools Are Available On The Kindle8 NEW! 10 Ways To Modernize Performance Management9
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