ABSTRACT
Some years ago, the author wrote an article on 360-degree feedback in an HR magazine, only for a consultant to write in to the letters page a couple of weeks later saying it was ‘not rocket science’ and line managers could be trusted to be given the tool and allowed to run with it themselves. He was of course, quite right – it is not rocket science. However, as we saw in the previous chapter, it is all too easy to design a 360 questionnaire that does not measure what it claims to. And it is also quite possible to do a degree of damage to individuals by not handling feedback carefully. Indeed, some people working in this field use the acronym SARAH to describe the pattern of reaction some focal managers go through on receiving their feedback –
Shock Anger Rejection Acceptance Help!
