Comments on: How to get honest feedback http://www.engauge.co.uk/consultants/the-need-to-know-factors-of-feedback/ Online 360 degree feedback, team tools, employee engagement surveys and HR support services Sat, 10 Sep 2011 15:57:20 +0000 hourly 1 http://wordpress.org/?v=3.2.1 By: The 360 degree on 360 feedback http://www.engauge.co.uk/consultants/the-need-to-know-factors-of-feedback/comment-page-1/#comment-43 The 360 degree on 360 feedback Wed, 16 Sep 2009 10:07:36 +0000 http://www.engauge.co.uk/?p=1967#comment-43 <strong>Is confidentiality in 360 feedback really necessary?...</strong> What do you need to know when it comes to feedback you’ve received? Do you really always need to know where it came from? Although in some instances that might be helpful, surely, if its relevant and important enough for someone to give you that ... Is confidentiality in 360 feedback really necessary?…

What do you need to know when it comes to feedback you’ve received? Do you really always need to know where it came from? Although in some instances that might be helpful, surely, if its relevant and important enough for someone to give you that …

]]> By: Jess Booth http://www.engauge.co.uk/consultants/the-need-to-know-factors-of-feedback/comment-page-1/#comment-42 Jess Booth Thu, 09 Jul 2009 01:37:25 +0000 http://www.engauge.co.uk/?p=1967#comment-42 I absolutely agree. If you are looking for feedback that is going to help an individual develop the feedback must be anonymous so that it is as honest as possible. http://hrclubsydney.com/2009/07/07/afraid-of-giving-performance-feedback/ It also helps to clarify whether 360 feedback is for development or appriasla purposes http://hrclubsydney.com/2009/06/22/360-feedback-for-appraisal-or-employee-development/ I absolutely agree. If you are looking for feedback that is going to help an individual develop the feedback must be anonymous so that it is as honest as possible.

http://hrclubsydney.com/2009/07/07/afraid-of-giving-performance-feedback/

It also helps to clarify whether 360 feedback is for development or appriasla purposes

http://hrclubsydney.com/2009/06/22/360-feedback-for-appraisal-or-employee-development/

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