In the Amelio approach, 360 feedback is not designed as an anonymous exercise.
This choice is intentional because managers use the responses to better understand situations and prepare meaningful development conversations with employees.
Want to learn more about Amelio’s approach within the performance module? 🤔 Read our articles here.
The main reasons behind transparent feedback
Reason | Explanation |
Encourage more responsible feedback | When respondents stand behind their feedback, they are more likely to provide comments that are concrete, respectful, and useful. This helps build a culture where people learn to communicate openly and constructively. |
Help managers better understand context | Managers can better interpret feedback when they understand where it comes from. Feedback from a project colleague, another manager, or a team member may reflect very different types of interactions. |
Allow clarification when needed | Some comments deserve clarification before being discussed with the employee. Without context, vague comments can easily be misunderstood or take too much space in the conversation. |
Reduce concerns around confidentiality | Everything is clear from the beginning. This helps avoid unnecessary distrust or distractions away from the actual purpose of the initiative. |
Encourage more concrete examples | Non-anonymous feedback encourages respondents to reference real and specific situations instead of general impressions that are difficult to act on. |
This approach does require a responsible mindset.
Managers should never use responses to confront people against one another.
Instead, feedback should be used to better understand situations, add nuance, and prepare development-focused conversations.
📌 The key message: transparency helps make feedback more useful, more concrete, and healthier for everyone involved.