Saturday, December 18, 2010

Open feedback

Do you think there are some good people in your organization and some so unwanted people. On top of that the unwanted are more prevalent than those better ones. How do you share your feedback for these people on a platform for their supervisor, his/her supervisor and HR to see it all. Obviously, you can't put that up on the intranet notice board.

How about, an open feedback system. Just log-in and search for the fellow colleague and share your feedback. Could be on a certain scale or just plain subjective description. Like may be an over all rating or detailed rating on certain traits expected from their jobs. Well, it could increase the scope of performance review, although it could have it's challenges too.

There could be of course some checks added, to ensure a more sane system, unlike a Face book group where every one bashes every one else.

- You may not be allowed to provide feedback for people 2 levels above you. I guess somehow we always see very little of those people and assume too much in framing our understanding. Hence, barred from putting those assumed understandings on
- You must have worked with your fellow colleague for minimum X number of days or have had certain valuable amount of interaction to be able to provide the feedback.
- Feedback will be viewable only to supervisor, reviewer and HR.
- It could also be kept anonymous to all except HR. So that it can be revealed only in critical cases.
- This could have certain weight in the over all appraisal scores of an individual.
- And of course a complex algorithm to convert the feedback into scores by identifying keywords from feedback provided with predefined scores for such key words.

Though it may sound so much like a cliche process again, but imagine kicking the butts of those unwanted people, on the system and actually letting the feedback translate into some action(may be).

Till then may be only cribbing helps.

1 comment:

Sandesh said...

Idea is cool. But I also see some flaws (can't be avoided). Bias plays an important role. Even that needs to be incorporated (per individual) to calculate the actual score.