Abstract
This article explores implications and potential benefits of giving individuals an opportunity to have input into the selection of raters involved in giving them 360-degree feedback. First, allowing participants some degree of input, but not total input into the selection of raters, may result in better perceptions of fairness, rater credibility and usefulness of the feedback. In addition, increased participation in the selection of raters could translate into the development of more challenging goals and higher levels of job performance. From a quantitative perspective, this could also produce more variance in the ratings.
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