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Is KO feedback 360degree feedback or game of popularity only

I had always been very optimistic about seeking all rounded KO feedback. So never really pretended to just ask for good feedback or those who would carry my ba--s kind. Last year - I asked a DH from Maintenance (she wasn’t a DH that point yet) because we worked on some task together. On that task, she was super useless - had social dinner, busy, excuses all of them to not complete the task. Even my boss and her boss then had to basically ask me if the task was going well - I covered for her and completed it with suffrage from her. Well, come KO, she gave me a bad feedback (truly low class person). I know I was stupid for asking her to be KO, but thought she would be more objective. Anyway, my performance tank and she got promoted to Dh - maybe that’s how she has been playing the game all along in her career?

So makes me wonder, why doesn’t HR or mgmt get feedback from people who give other people a bad feedback? Esp before promoting someone…they got something to hide, better to know it isn’t it?

by Anonymous
| 1991 views | | 8 replies (last May 16, 2025) | Reply
Post ID: @OP+1jtzfw7xm
Comment! It's anonymous!

8 replies (most recent on top)

Real answer here.
KO feedback is most useful to help you. As others have said, it is generally not the factor that tips you from one ranking to another - the way you have already interacted (ie supported) your manager and their manager, the Assessors and their teams and the reputation you have built are the determinants. The 360 KO will only come into play if there is some disagreement among the rankers and it is used to cinch the arguments. Otherwise your goose was already cooked for better or worse. I have been in the room (many times) to lead and aseas and have been the recipient of a low ranking despite great KO and a high ranking despite some bad KO. Get in the game, such as it is, or be fodder.

by Anonymous
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Post ID: @ys+1jtzfw7xm

I would not stress over it. Your ranking is predetermined. The knowledge feedback doesn’t really matter.

by Anonymous
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Post ID: @nh+1jtzfw7xm

I was told on day 1 of the merger (hMobil here) to identify who is in the rating room and basically bow down to them. Advice was spot on.

Yes, maybe some of the rules have changed, but once you know how to play the game, you will do fine. Start early.

by Anonymous
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Post ID: @mq+1jtzfw7xm

360 feedback has never truly been a thing unless someone higher up is soliciting it to tell a story. Then is it really “360?”

by Anonymous
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Post ID: @md+1jtzfw7xm

Trust no one here.

by Anonymous
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Post ID: @ha+1jtzfw7xm

KO in Clinton has no bearing on your ranking, you will soon be NSI this summer 08801…..

by Anonymous
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Post ID: @gq+1jtzfw7xm

Great KO feedback is never used unless a V.P. provides feedback.

All negative feedback regardless of your CL position will be used against you.

Let the hunger games begin.

by Anonymous
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Post ID: @c3+1jtzfw7xm

The sole purpose of KO process is to provide a veneer of legitimacy to a corrupt system. If you are highpo, your manager will carefully select the KO’s to ensure you only get positive reports. If you are not KO, they will load you up with petty and vindictive KO’s.

I once gave honest feedback on a highpo and his manager demanded that I rescind it and resubmit a few positive comments. The individual was promptly promoted.

by Anonymous
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Post ID: @bv+1jtzfw7xm

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