A huge problem I see is people giving little to no rea feedback when they are asked to be an IKO. The end result of this is the supervisor has to just make up whatever they can piece together. If someone asks you to give them an ILO don’t do a half a– job. Their career can easily be torpedoed if you do.
5 replies (most recent on top)
Recent retiree here. Read the original post last evening. Slept terrible, recalling the transition from Dream Sheets to this new system. I need to stay off here!
We would get together as a work group (various levels) and decide who would be who’s KO. I would give to my KO’s what I’d like to be said about me and likewise them to me. It was still a pain, but we all got through the process quickly. May not work in the recent dog eat dog company I’m seeing on this site.
This is why 360 feedback wouldn’t work as well. What good is asking for feedback if no one is willing to provide it. Then somehow it is the supervisors fault.
The real problem is IKO feedback doesn't really count regardless of the level of detail. If is only cherry picked to support the bucket they toss you in. Always been a stupid system.
I'm at a different organization now. KO feedback is definitely not a thing, and it's not a thing at any of my acquaintances' work. I guess they just expect my supervisor to know of my standing with my peers. Stupid, huh
My previous company never had KO feedback requirement. Do you know any other company having the requirement?