Implementing the process of 360-degree feedback is a challenging project that requires careful planning and communication. If poorly planned or implemented because of wrong reasons, it will bring you more harm than good. Therefore, take special care on the following myths that surround the 360-degree feedback.
First myth: 360-degree feedback is an ideal tool to find under-performing employees
In fact, the 360-degree feedback should not be used to solve performance problems at all. Providing feedback in order to improve performance is a manager's job. Negative feedback from multiple reviewers can turn the recipient rather unpleasantly surprised and angry instead of resolving his performance shortcomings.
Second myth: Everybody knows how to provide feedback, there is no need to train
The reality is that most people cannot clearly articulate feedback, specifically describe the behaviour that should be changed. Neither the recipients of the feedback are then able to find out what to change and so become frustrated. Therefore, before you begin the assessment, instruct all participants how to properly provide feedback.
Third myth: 360-degree feedback is an ideal tool to integrate a new manager into a team
In reality, the value of the feedback is in direct proportion to the length of the relationship with the person being evaluated. If employees know their manager for less than half a year, they can evaluate him only on the basis of partial samples of his behaviour the predictive value of which may be different.
Fourth myth: 360-degree feedback can be implemented in a month
Distributing questionnaires, geting participants to answer, printing a report and sending it to to managers to implement the required changes is, in fact, not enough. Very few people are able to interpret the evaluation results and determine development goals independently. It is therefore recommended to use internal or external coaches to help the managers.
Fifth myth: 360-degree feedback will serve as the system of performance evaluation when the one your company has does not work
If managers in your company do not know or refuse the existing performance appraisal system, the 360-degree feedback will e nd the same way. Both these systems should work together rather than substitute each other. While performance evaluation looks back, 360-degree feedback looks forward.
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