Research on 360-degree feedback programs suggests that they should be used for manager training and development, but not for pay or promotion decisions.

Question

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Research has shown that 360-degree feedback programs are more effective when used for manager training and development, rather than for making pay or promotion decisions. This is because feedback from multiple sources can help managers identify their strengths and weaknesses, and develop skills needed for effective leadership. However, using 360-degree feedback for pay or promotion decisions can create a competitive and judgmental environment, which can undermine the purpose of the program.

Research on 360-Degree Feedback Programs Suggests That They Should Be