I have been involved with them for a long time, mostly with coaching people through a debrief of them. It can be a great tool to learn and grow as a manager if used right. Here are some things I think are important:
- It needs to be communicated to everyone, both the manager and responders, how the results are going to be used. This will help build a comfort level in the organization.
- The number of people responding needs to be large enough to preserve anonymity, otherwise people either won't answer or won't be truthful for fear of retaliation.
- The tool is best used for development purposes and not for evaluation. If an organization insists on using it for evaluation, it should only be a piece of it. This is especially true if it's a new tool and people are getting used to it.
- It's helpful if someone who is objective can walk you through your results. I see so many people get caught up in one or two results or comments that they don't see the big picture.
- When reviewing your results look for themes.
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