Re:Inside Uber’s new approach to employee performance reviews
by groby_b on Tuesday August 01, 2017 @07:15PM
(#14906375)
Not really. Mostly because feedback by its nature is personal and doesn't scale.
There are tools to send out surveys which somewhat-anonymize feedback by methods like "at least three people must answer". It's not really helpful for anything that requires full sentences, though - you'll be able to tell fairly quickly from speech patterns who says what.
The things you can do as an org:
* Encourage a blame-free culture.[1]
* Mandate it on a regular basis (and make sure the mandate is followed), with a goal of going to "continuous" feedback.
* Give people lightweight tools to collect quick feedback
* Provide pseudo-anonymization in those tools to remove the barrier to reply
There are tools to send out surveys which somewhat-anonymize feedback by methods like "at least three people must answer". It's not really helpful for anything that requires full sentences, though - you'll be able to tell fairly quickly from speech patterns who says what.
The things you can do as an org:
* Encourage a blame-free culture.[1]
* Mandate it on a regular basis (and make sure the mandate is followed), with a goal of going to "continuous" feedback.
* Give people lightweight tools to collect quick feedback
* Provide pseudo-anonymization in those tools to remove the barrier to reply
Hey, look - it's like CI, just for people :)