I for one am glad they are finally at least saying this is mandatory. Too bad it’s taken so long. I’ve had more than one boss who had no business managing people and should’ve been sent back to IC roles years if not decades ago.
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anyone that "rips" their supervisor in 360 feedback deserves to be nsi'd / pip'd for a general lack of critical thinking skills (i.e. these are not anonymous and its dumb politics)
This is just something to try and help morale. They will take the comments and not act on them unless they want to get rid of a manger/super and will then go looking for anything. They can go to these 360 reviews and pick a comment said about most any supervisor and use that as a reason to pip. I’ve seen people let go for doing great work and they were not liked. So the manger or whoever was gunning for them gaslighted things, things much worse than others were doing. Such as dirty jokes and harassment happening while someone was gaslighted for bad attitude because they didn’t join in. However they didn’t have a bad attitude, in this case they were a straight arrow around crooked arrows. The manage gaslighted then. H twisting aspects of their personality such as they showed some body language or etc. This is one of many examples. They used that info pushed up as reason to let them go. HR and senior management never asked if this was the same things others were doing or were others doing worse. You see management is all a club. IC’s hung out to dry always.
They don't claim to be anonymous. Be a fool, therefore, to think they were.
You guys know that these feedbacks including KO feedback are not truely anonymous, right? Hope you knew that, if you didnt you are a koolaid drinker. This is coming from a HR employee.
The CEO of General Electric, Jack Welsh was one of the first to use 360s for appraisals, in which he used the results to justify firing the bottom 10% of workers in every feedback cycle. Since then, the application of 360s has evolved from Jack Welch’s cutthroat streamlining process.
https://www.odrl.org/2019/12/27/360-degree-feedback-history/
Be careful if the 360 appraisal is not "Anonymous". It can be another mechanism to PIP or NSI an employee who provided honest 360 feedback that the supervisors boss did not like.
https://blog.vantagecircle.com/360-degree-appraisal/
Bette make it anonymous.
"I have insufficient information for an assessment."
Can I not respond? I don’t like wasting my time.
If you find your immediate supervisor to be effective, fair and hard-working, then it should be a pleasure to appraise the SV well.
If not, and especially if it is the opposite case in any of those talents, then:
- Never use the term 'leader/leadership' in the assessment - use supervisor / supervision.
- Use the term 'oversight', but not the term 'overseer'. (Even if that seems the case).
- Any positives stated, remember to include 'steady improvement in the past year' for any of the positives. Even if there was no improvement. Makes you look attentive and analytical - and notes there were and possibly are still performance gaps.
- If you can't think of positives, then at least complement the bureaucratic tasks performed. Those that could be or actually were performed by the group Admin, for example. "Excellent at the paper-pushing and check-marking."
- Always recommend 'continued Supervisory Training' as a next year objective for the overseer (oops)/
- If the person has been in the role for close to or more than 2 years, there are subtle ways to suggest the moving on down the road. It's a career opportunity to expand SV's deep company knowledge in another area.
Keep in mind through it all:
Any 'Supervisor' in EM below Executive position is the equivalent of a military Sergeant/NCO.
And those below that person are military Privates/Seapersons (aka Grunts).
Doesn't matter if they are Division Manager down to any new-style name of Overseer.
These are people that oversee other people.
They don't oversee the business.
They are nobodies.
How come I can provide feedback to my supervisor, but he cannot provide feedback for me?
Your bosses boss gets to see your feedback. Too honest or too sugar-coated can backfire on you..
lol why would you ever provide honest feedback at a supervisor, you guys need to learn how to play the political game
Is this a new requirement? I've never been asked to give feedback before on any supervisor. I would actually give a good review for mine. I always wonder who they ask.
Will you provide honest feedback or sugarcoat it out of fear of reprisal from your supervisor?