Thoughts about hr and management in the real world – extra information I couldn't fit in my books!.
Here at Elephant we partner with CSB (formerly Sonar6) a funky looking & easy to use on line performance management system. When companies buy the system and want to have it customised, that’s where we come in. Much of the implementation process is actually about HR questions – what culture do you want to create? What processes with your reviews link to? How do you want to measure your KPI’s or competencies? And that’s our area of expertise.
Now one of the tools that can be switched on in the system at the click of a button is a 360 function.
360 degree reviews are most often used for managers to get feedback from all sides – from their teams, their fellow managers, and their senior management team or Board. And in the CSB system you can choose to have the comments and ratings that people make either show up as anonymous or have people’s names next to them.
Of course there are advantages and disadvantages to both approaches (as with many aspects of people management!)
Using anonymous 360’s
There are a couple of advantages to this:
But there are some disadvantages too:
Putting names against 360 comments
So the alternative is to have the name of the person making each 360 ratings and comment. The advantages of this include:
Of course there are disadvantages too including:
Which to choose?
Having now worked with over 100 companies on this issue (a quarter of these in Australia), we’ve found a couple of very interesting findings.
My personal belief having run training on cultural differences and talking about NZ v Australia is that because NZ is a more indirect culture we are uncomfortable giving feedback and taking accountability. Australia is a more direct culture and has far less issue with it.
So should your 360’s be anonymous or not?
It seems to depend which side of the ditch you’re on!
We’d be very interested to know if there is any research out there backing up our findings or what your thoughts and experiences are.