Hello, 
 
I have to develop the system of reverse feedback for my organisation.  Could any one please share the system of reverse feedback that they follow  in their organisation. 
 
Just to initiate, I have thought of following things that I plan to  incorporate. 
 
* The system will be of such a kind that first the reportees of a  particular manager will rate him on certain factor. 
* Then the manager will rate himself on those factors. 
* Then we will take out the average of the rating of all the reportees  and then take out deviation of that from self rating. 
* The concerned manager will then be told about the deviation of self  rating from the group rating and he will then be asked to plan out action  plan to improve. 
* All this will be non evaluative part of the appraisal and it will  be done only as a developmental tool for all the managers. 
 
Would like to have feedback on the feasilibility of this process and also  if anyone can share the reverse feedback system that is followed in their  organisation ..

I am working on “Reverse Feedback “to one's Supervisor.

If anyone of you have implemented “Reverse Feedback” in your respective organizations, do share the necessary steps involved and the experience you had in implementing it.

As much as I know, REVERSE FEEDBACK is not done on one-to-one basis ( as a system ) unless the supervisor himself/herself asks for it.

For such a requirement, 360 deg feedback can be introduced as a system.

Shall be obliged if some member can throw more light on the subject.