Final answer:
Yes, feedback from peers and subordinates is crucial in evaluating managers since it offers a comprehensive view of their performance including EEO practices, but it requires an organizational culture that promotes trust and values employees' perspectives.
Step-by-step explanation:
Importance of 360-Degree Feedback on Managers' Performance
Should an employer request feedback from peers and subordinates regarding managers' performance in terms of EEO practices, harassment behavior, and professional attitude? Yes, it is critical to build a comprehensive view of a manager's performance, including their adherence to EEO practices and professional conduct. While Atkins and Wood (2002) found self and peer ratings to be unreliable, the 360-degree performance appraisal process's value lies in its multifaceted perspective. Such feedback, when properly executed, contributes to an employee's learning and professional growth. However, the success of this system heavily depends on the organization’s culture and the trust employees have in the confidentiality and use of the feedback.
In the case of the human services agency study, the manager's dismissive attitude towards feedback from subordinates significantly undermined the process, highlighting how essential trust and managerial buy-in are for effective feedback gathering. As critical as it is for employees to be open to feedback for their career growth, it's equally important for managers to be receptive to feedback from subordinates and peers to contribute to an organization's success and foster a supportive, inclusive work environment.
When effectively implemented, the 360-degree feedback system can offer valuable insights for managers and supervisors to improve relationships, performance, and overall job satisfaction. Moreover, it informs decisions about position and compensation and can support the organization in being a more equitable and well-run workplace.