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Who gets a copy of the 360 feedback report?

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Interestingly, just the subject himself or herself should get the final report, in most cases. Some companies will share this information with the subject�s direct manager, but most believe that the manager should get group data and have a chance to talk with the subject after the process only. Some managers might be surprised by this. They go to the work to get the information, but then can�t see what others say about their employees. Why is that?

A few reasons:

- Knowing that a manager gets to see what customers, co-workers, employees, and others think of him or her might instill too much fear in employees, making the experience a negative one.
- Respondents may willfully, or subconsciously, withhold comments for fear of getting the subject in trouble with a manager.
- Respondents may falsify information in order to boost a person�s score.
- A manager may not understand all the factors considered in a respondent�s answer.
- Managers may discipline an employee based on information gleaned in the report.

So, you might wonder, what good is the report if the boss doesn�t get a copy? Good question. The idea behind the 360-degree feedback evaluation for most companies is to give the individual a better idea of how others perceive him or her, where to step up efforts, what�s being done well currently, and where more training may be needed. This helps individuals set goals for improvement and recognize holes in his or her training.

The subject and his or her manager should meet after the results are analyzed, and discuss any areas of improvement or goals the subject identifies from the report. In the same vein, the manager should get an overall report with collective data regarding his or her team�s needs, with no names included, as a guide to future needs.

Next Page: When should I not use 360-degree feedback?

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