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360 Degree Feedback: Points of Caution & Concern
360 degree feedback processes are not without problems. The following are points of caution and concern:
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- Managing Expectations of a Magic Bullet: 360 degree feedback is simply a feedback system. It must be integrated into a complete performance management system.
- Building the Process: The organization must translate its strategic goals into job performance measures that include competencies, descriptions and duties. These competencies must be measured as part of the 360 feedback and then tracked as part of the organization’s growth process.
- Evaluation and Supervisor Training: In order for the employee (with the help of supervisors, HR staff, and other critical managers) to develop action plans based on feedback, the individuals providing the feedback should be trained in providing detailed, constructive and actionable feedback.
- Focus on Strengths: Great managers focus on employee strengths, not weaknesses. The key to developing valuable employees through feedback is to chip off a few rough corners and then help them do what they do best.
- Avoid Data Overload: Multi-rater feedback in the form of 360 degree feedback systems must be well organized so feedback can be easily collected and accessed, saving time and increasing the quality of the process.
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will promote employee growth and development in a supportive organizational environment. When properly used, 360 degree feedback
increases powerful problem solving and develops productive employees.
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