Brendan plans his next business trip...

I wish this article was going to be an announcement of a new client (or even business venture) of ours that I was about to lead. Unfortunately it is a reference to a google alert I received announcing that the Barbadian civil service is about to introduce 360 feedback.

Other than a wry smile at what Google thinks I’m interested in (perhaps it was Barbados rather than 360 feedback!) I scanned the article and found that “It will present opportunities for officers to be counselled and to be provided with any relevant feedback and in worst case scenarios for performance improvement plans to be implemented to address issues of poor performance”. Now in an article of barely 500 words, with just two quotes, the focus from the 360 introduction is on the potential of performance improvement plans.

If I were involved in that 360, I would be hesitant. I would be slightly suspicious. I would alter my feedback on others, and I would approach my own 360 with caution. It may be just the way it is reported but rather than suggest recognition, learning, training and development plans that may follow the 360 we select a negative outcome.

That some people through a performance management process may require “improvement plans” is fine and a likely outcome in a large organisation. But I wouldn’t introduce a method of gaining feedback from colleagues with that as the backdrop or main commentary.

Now, if only the civil service of Barbados would read this and invite me over to consult on a better way!

Brendan

www.bowlandsolutions.com