Member-only story
Six Work ‘Best’ Practices to Avoid and What to Do Instead
From 360-degree anonymous feedback to 365 face-to-face feedback
At many of the companies I have worked with, there’s an annual or bi-annual (that’s once every two years) anonymous survey that is done by a third-party company. The survey asks questions like how you find the work, the pay, whether you would recommend your friends to your company, etc. Before reading Susan Scott’s book, I thought this made a lot of sense. You want feedback and you can’t necessarily get good feedback if the feedback can be tied back to individuals.
Susan has found though that with anonymous feedback:
- It’s not truthful — people don’t share as much detail because then it can be tied back to them
- It’s not timely — if you had an issue with your manager several months ago, you might talk about it in the survey but your manager may have no idea what issue you’re talking about since it was so long ago
- It’s not useful — again, people don’t share examples because then the feedback can be tied back to the person
What’s the fix? 365 (that’s every day) face-to-face feedback. When something bad (or good)…
