360-degree feedback is one of the most effective methods of employee evaluation that can be used to determine the direction of further development. However, in order to be successful certain rules have to be followed. HR Zone recently pointed out some unnecessary mistakes being repeated in 360-degree feedback and advised HR professionals what to be most careful of.
What is 360-degree feedback?
It is a method of anonymous employee evaluation through questionnaires distributed to a employee's subordinates, colleagues, superiors or even business partners. An employee evaluates himself or herself. The results are then used to further employee development.
What to avoid?
1. "Filling in questionnaires"
Do not talk about the 360-degree feedback as filling out questionnaires. It unnecessarily degrades the process by ticking off answers that are actually not important. Your task is to emphasize the purpose is for improving employee performance. Rather say for example: "Please go to our website and give us your feedback. We are looking forward to your constructive evaluation."
2. Do not share the data obtained
You collect and interpret 360-degree feedback for further development of employees, rather than, for example, for the purpose of their financial evaluation. That is why you should refuse to share the collected data with your colleagues from the department of remuneration or other departments. First, it is unethical and, second, it leads to biased interpretations of the results. If employees learn about this, they will stop trusting you and their feedback will become useless.
3. Do not ask what employees should do
Do not ask your people to evaluate how often others should do something. Focus on what they actually do. 360-degree feedback should not include any "what if's". If you want to compare the results of employees at various levels, evaluate various groups of employees and compare them with each other. It is much more convincing than an assessment based on subjective judgements of what might be.
4. Do not evaluate many employees at a time
If someone evaluates e.g. five employees at the same time, he naturally tends to compare them with each other, not individually. This distorts objective judgement. In this cases when you say, "I rated Jane with two points, so I have to give three to Peter." When trying to speed up the process, you will probably get irrelevant data.
What problems of 360 degree feedback have you experienced?
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