Fortunately, there are several things that can be done to maximize the chance that the system will work properly. When systems have the following characteristics, they are most likely to be successful:

Anonymity. In good systems, feedback is anonymous and confidential. When such is the case, raters are more likely to provide honest information regarding performance, particularly when direct reports are providing information about superiors. Observation of employee performance. Only those with firsthand experience with the person being rated should participate in the process.

Feedback interpretation. Good systems allow the person being rated to discuss the feedback received with those genuinely interested in the employee’s development. Follow-up. The information gathered has little value if there is no follow-up action. Once feedback is received, it is essential that a development plan is created right away.

Used for developmental purposes only.The purpose of the system is developmental, and developmental only. The system may be used for administrative purposes after it has been in place for some time—approximately, two years or so. Raters are trained. As in the case of providing evaluations for administrative purposes, raters should be trained. Mainly, this includes skills to discriminate good from poor performance and how to provide feedback in a constructive manner.