Could 360 degree feedback help rejuvenate your workforce?
Three Common Pitfalls of 360 Degree Feedback
1. 360 degree feedback is a very sensitive activity that touches people to the very core of their personality and it should be completed sensitively and empathically. If the purpose, methodology or understanding of multi-source assessment is misunderstood, it can result in a destructive situation from which it can take years to recover.
2. 360 degree feedback should never be linked to merit, pay or reward. Under ideal circumstances multi-source feedback is used as an assessment for personal development rather than evaluation. Certainly, the results should never be used as a way to punish the individual in any way.
3. Some would agree that 360 degree feedback can take people outside of their comfort zones and result in some difficult conversations. People may be afraid to give honest answers, perhaps in fear of lack of anonymity or they’ve been encouraged to collude with others respondents to give false opinions.
Three Advantages of 360 Degree Feedback
1. In some cases, 360 degree feedback can be used to reduce tension, for example, if an employee is having difficulties with their manager or there is a perceived ‘personality clash’, the end results averaged and weighted by feedback from others could offset or diminish potential personal misjudgements.
2. The 360 degree feedback process is a good way of improving communication within your organisation and can be a useful tool in the run up to a company restructure and to help implement change. The process can help break down barriers between areas in the company and create a culture of openness and trust.
3. Different people often have vastly different views of who we are. To know what we look like in another’s eyes provides a strong enabler for personal development and growth. Being able to gather and analyse the perceptions of colleagues, not just those we report to, can be extremely powerful in helping us understand how our actions play out from many points of view, other than our own.
Tips for success
- Have a clear communication strategy for disseminating the purpose aims and intentions of the assessment
- Develop an unambiguous questionnaire which includes open ended comments
- Have a properly constructed competency framework and link this to your organisational goals and values
- Maintain confidentiality
- View criticism positively and as an opportunity of personal development
- Have a plan of support and development in place for candidates following the assessment.
- Provide clear, consistent and easily understood results reports.
If you would like to speak to one of the team at Inspiring about 360 degree feedback, call us on 0800 612 3098 or email email@example.com or get in touch using the form. You can also visit our 360 Degree page for more information.