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We have answered some of the most common questions here, but if you don't find the information you need below then please use the form to send us your feedback!
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The reports deliberately amalgamate the feedback of the separate respondent groups, so in most cases it is not easy to tell what, for instance, an individual direct report has rated/said. However, occasionally it is possible to determine the identity of respondents (e.g. where comments enable them to be identified). The process relies on trust and respect, so it is important that you do not handle the information in such a way as to make respondents feel uncomfortable or wary of providing honest feedback in the future.
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‘Tough’ (negative) and ‘Tender’ (positive) feedback should enhance not damage us. Any worthwhile process (and 360 Degree Feedback can be very powerful and effective) can inevitably have a negative effect if mishandled. It is possible that you will receive some unexpected results – pleasant and disappointing – and in the short-term this may have some impact on you. However, you should try not to focus too much on the possible negatives of the current situation, but how you can learn and move on from it. It is extremely rare for any long-lasting negative effects to occur, but you should discuss any real concerns with your Line-Manager, speak in confidence with your 360 facilitator, or Carol Rothwell at Rothwell Douglas Ltd. (Tel: 0208 987 0202).
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All respondents are likely to know some aspects of an individual’s performance better than others. This applies to any feedback or assessment process. Respondents do not need to rate/comment on areas on which they feel they have no knowledge. Respondents will naturally vary in their perceptiveness, but you need to be on guard against your own defensiveness to feedback, especially if it is telling you something different from what you have been told before or want to hear. The whole purpose of this type of feedback is to generate new insights by asking those whose perspective is not so frequently sought.
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In practice, disagreement and conflicting ratings between respondents can be extremely valuable and a useful way to explore how we may be interacting differently or more/less effectively with people in our circle of influence. This, again, is where a trained facilitator can greatly assist with interpretation.
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This is a common concern especially when we ask people to report on us with whom we have a poor/bad relationship. In fact, there is a wide range of reasons why distorted ratings may be given, both by others and ourselves.
More critical respondents can act as a useful counterbalance to any distortion or ‘halo’ effect from those who might be particularly well disposed. Neither is more or less trustworthy or accurate. It all constitutes information about how others perceive our performance and the impact it has on them.
There may be a temptation to ignore the negative and focus on the positive. By looking at the relative highs and lows of any respondent/respondent group, it is still possible to extract useful information on strengths and weaknesses.
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Most respondents complete the questionnaire within 20-30 minutes. Some who have experienced large 360 Degree programmes in the past may have suffered from an overload of paperwork and questionnaires. This process has been designed to cut out most of the paperwork and to speed up the administration and completion of questionnaires. Anything worthwhile takes a bit of time in the short-term but pays dividends in the long run.
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Regardless of whether your computer crashes or you log out whilst completing the questionnaire, the system is set-up to save your responses as you complete the questionnaire. Simply log back into the site using the passcodes provided and continue completing the questionnaire. Your responses will not be included in the final report until you complete the questionnaire in it's entirety.
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