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360-degree feedback is a process and a part of a performance management mechanism in a company where employees receive anonymous feedback from colleagues with who they work. It includes managers, employers, peers, and direct reporting managers. As the name clarifies, performance feedback is received from every part of the organization.
It is multi-source feedback that acts as a performance evaluation tool. Managers and team leaders use a 360-degree feedback survey as a process to understand their team’s strengths and weaknesses. The 360-degree feedback system automatically arranges the results and presents them in a format that helps the feedback recipient create a development plan.
Abilene Paradox occurs because humans have a tendency to think against the group since they want to follow their social acquaintances. As per Jerry B. Harvey, If nobody objects to a teammate’s proposed treatment, the group “goes to Abilene.” Despite the fact that some colleagues may disagree with the plan’s logic, they refrain from speaking up because of their concern for the plan’s future, an instinct to preserve group cohesion or both.
In order to prevent your office’s teams from falling prey to this comparison, you as the HR manager must watch out. You might take the necessary actions to stay out of this predicament:
Tracking work hours accurately became a major hurdle, as there
was no reliable system to monitor WFH employees.
Everyone has the right to have their own views. Remember to ask them what they
think.
Encourage discussion and engagement amongst the members of the
group and the superiors as well. Otherwise, despite possible in-person
discussions
about
the issues, there is a miscommunication that prevents them from being brought up
at
the
management level.
If certain staff members are still hesitant to give their point
of view in front of others, try requesting detailed feedback. They may believe
as
though
their opinion is being acknowledged in this manner. For people who really are
reluctant
to speak up in front, this could be helpful.
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Abilene Paradox occurs because humans have a tendency to think against the group since they want to follow their social acquaintances. As per Jerry B. Harvey, If nobody objects to a teammate’s proposed treatment, the group “goes to Abilene.” Despite the fact that some colleagues may disagree with the plan’s logic, they refrain from speaking up because of their concern for the plan’s future, an instinct to preserve group cohesion or both.
