Dear HR Capitalist:
I’d love a post where you weighed in on the value of 360 feedback with the following parameters (my preferred approach). I am running into people who want managers to be able to view results and consider them during performance review time. My position is that employees will not seek out f
eedback from key stakeholders who perceive a need for improvement if he/she thinks the manager will see the feedback.
Read the whole post over at Kris Dunn's The HR Capitalist (an FOT contributor blog).