Topic: Feedback, Change Management
Publication: Journal of Business and Psychology (MAY 2011)
Article: When does 360-degree feedback create behavior change? And how would we know it when it does?
Authors: Bracken, D. W., Rose, D. S.
Reviewed by: Alexandra Rechlin
Have you ever participated in a 360-degree feedback process that seemed pointless and didn’t appear to change anything at all? If so, you’re not alone. However, a 360-degree feedback process, when well designed, has the potential for lasting behavioral change. This article discusses critical design factors of a 360-degree feedback process used to create sustainable behavioral and organizational change. The authors also provide questions for future research and practical advice for making the process successful. Four critical design factors are discussed: relevant content, credible data, accountability, and census (organizationwide) participation.
Relevant content: The authors recommend using custom surveys rather than standardized tools, but they acknowledge that there’s quite a bit of debate about this. They argue that custom surveys can increase motivation and engagement due to their meaning and relevance.
Credible data: You need to have reliable data, but your stakeholders also need to perceive your data as being reliable.
