Links to Formal Human Resource Management Systems
For 360-degree feedback to be seen as something more than just another fad, follow-up must occur at the organizational as well as the individual level. Specifically, the feedback process will need to be linked to existing human resource management systems in order to ensure that individuals’ data are used for continuing learning and growth. Ideally, this means incorporating the feedback not only into training and development processes but also into appraisal, succession planning, and compensation systems (see Chapter Nine). If managers know that they will be rewarded according to the progress they make toward reaching their development goals, they will be doubly motivated to translate their feedback into action.
In addition, linking the feedback to human resource systems can further organizational goals in various ways. We have already seen how the feedback process can contribute to achieving business strategy and individual and team development. Similarly, it can make individual managers more useful to the organization. If, for example, someone requests a job assignment change in order to achieve a development goal identified during the feedback process, the growth experience that results is likely to leave the manager more prepared to take on different roles within the organization. By broadening their scope and range, managers also broaden their usefulness.
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