The 360-degree feedback has become a routine part of people management in organizations. Its purpose is to evaluate employees not only by their direct supervisors but also their colleagues and subordinates in order to reveal their level of skills and set individual development plans. A well-made 360-degree feedback can help all team members to improve in key areas for their career development and cooperation within the team. However, if poorly managed and implemented, it leads to a loss of trust, conflicts and lower morale.
What, then, to look out for? The most common causes of failure of 360-degree feedback programs were highlighted on Forbes.com.
1. Insufficient involvement of managers
360-degree feedback programs managed only by HR are not effective. It is essential that managers see the purpose of this evaluation and lead their subordinates by example.
2. Too vague tools
Many of the 360-degree feedback tools include only personality profiles of participants without a connection with measurable practical steps. Your tools should provide you clear information on the basis of which you will be able to act specifically.
3. Too personal assessment
Make sure that all participants know that the purpose of the 360-degree feedback is to evaluate constructively, not personally.
4. No plan for activities after collecting the feedback
Collecting feedback is meaningful only if it will be followed by specific steps based on the findings. You can hardly change the behaviour in your workplace without such a plan.
5. Only a single action based on the data from the feedback
It is not enough to follow up with the results of the feedback only once. Changing behaviour requires periodic reminders of the changes resulting from the feedback, ideally on a quarterly basis. The entire 360-degree feedback should then be repeated after two years.
6. Lack of confidentiality
Working with the data from the 360-degree feedback should be as confidential as possbile. Consider also the collaboration with external coaches to whom your employees can open more than to internal HR staff.
7. Concentrating only on the weaknesses
The aim of the 360-degree feedback is not to reveal employees' weaknesses and eliminate them, but to find and develop their strengths.
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