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I think the 360-degree feedback is extremely important. It is a good way to assess an employee’s skills and improve performances. Comparing strengths and weakness in almost every aspect of life is essential to success. You cannot get better at something if you don’t know what your lacking. I believe the feedback should be shared with supervisors and managers. The need to post it for all to see may hinder performance. Once the employee sees his or her feedback they will be motivated to do better or keep doing what they are doing. I think all the managers, executives, and supervisors along with the other people in that department should see the feedback. This can possibly backfire depending on the attitudes of some employees. Either the lowest performers will be motivated to work harder or they will be annoyed that they were shown to be under achieving and looked down on. This can also make the higher performers too comfortable and confident. Self-confidence is important but too much just turns into ignorance. These are the issues I see with confidentiality. These feedbacks can drive a wedge into departments separating a workforce is never good based on too much public information on how each employee’s performance is seen by management. The only reason I think it should always be public is when managers are sure of how their employees react to constructive criticism overtime. Each person is different and how they respond it different. It is a fine line for managers to walk to not upset their employees but also drive performance and some type of motivation/competitiveness is always good. The organization I am currently in is very open. It is a small company and we all get along extremely well down to the President/CEO. It’s a family environment where we have “family” like discussions for feedback and performance. We even have people on the same work level rating each other. It has been shown to be healthy and overall improved relations. I feel this type of work environment and openness for feedback from supervisors has made a strong influence on my decisions here but I’m sure it will change overtime and when I join a new larger company the structure will be much different. This article from northwestern shows best how 360 degree feedback works to improve team performance. :http://www.sesp.northwestern.edu/masters-learning-and-organizational-change/knowledge-lens/stories/2012/improving-team-performance-through-360-degree-feedback.html (Links to an external site.)

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Status NEW Posted 15 Jun 2017 02:06 AM My Price 10.00

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