Case Study:

When Ridge Intellectual, a graphics design firm, implemented 360-degree feedback in its organization two years ago, it was met with resistance and eventually discontinued. Ron Bartlett, the president of Ridge Intellectual, had seen a demonstration by a 360-degree vendor at a trade conference and decided to use the system at Ridge. Subsequently, Bartlett worked with the consultant to implement the system. Specifically, he sent out a compnay-wide e-mail stating the reasons for changing to the new system, how the rating collected using the new system would be linked to bonuses and the importance of comleting the online training course on the system. The constultants provided online rater training for those who were interested as well as links to documents describinb how to observe, assess, and record performance behaviors. Afterh the surveys were made available, individuals were encouraged to contact HR if they had any problems. Based on the information here, what could Ridge have done to implement the 360-degree feedback system more successfully. Refer to the characteristics of a good system listed below. Feel free to weave in examples of where you observed a good system characteristic was successful in your own experience.

Good system characteristics - Anonimity, observation of employee performance, feedback interpretation, follow-up, used for developmental purposes (at least initially), avoidance of survey fatigue, emphasis on behaviors, raters go beyond ratings, raters are trained.