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May 30, 2014
@phreon: That's not a 360. More like a 270.

360s are fairly ridiculous, though. Overseeing junior management is the job of senior management; a 360 seems to delegate this senior managerial role to the front-line employees.
 
 
+8 Rank Up Rank Down
May 29, 2014
@phreon
For any corporation the only game is making as most money as possible. Employee growth is irrelevant. A shareholder can even sue the company if it does not do this, so is not only the PHB and CEO fault.

As a side note:
For any government the only game is to carry on with the bribes and extortion racket as much as they can. Anything else is irrelevant. 75% of a politician time is spend on fund raising (aka looking for bribes).
 
 
+24 Rank Up Rank Down
May 29, 2014
This is why my company doesn't have "upward" 360 reviews. Only peer level and people "below" you. No manager ever receives a peer review from his or her reports here. Nor do we ever get to read the feedback - only our management receives it. Do you detect the problem with this? Or how it might only useful as a method to lower a employee's score / wage increase potential, rather than a tool for growth?
 
 
+2 Rank Up Rank Down
May 29, 2014
That's what we all meant to say...ummm....yeah, right....
 
 
-10 Rank Up Rank Down
May 29, 2014
A lot of companies make the mistake of incorporating 360 into the PAE. NOT GOOD! The best way I've seen it done is that employees can ask for a 360 on their own, for personal development, but it's not used by the supervisor for PAE.
 
 
 
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