Are you planning to execute a 360-degree feedback process in your company?
Over 85% of Fortune 500 companies use the 360-degree feedback process to cornerstone their overall leadership development process. Why? Because when implemented in the right way, 360-degree feedback systems can lead to a significant positive change and enhance effectiveness at many levels. It can also promote the mindset of constant growth in the organization as it lets your employees' voices be heard and allows them to communicate with each other openly.
Most common 360-degree feedback mistakes
Listed here are some most common 360-degree feedback mistakes that you can avoid.
1. No clear purpose
The unsuccessful implementation of 360-degree feedback is often considered a result of not knowing the reason behind it.
2. Not being aligned with company goals
If you do not measure employee's performance relevant to your company's mission, vision, and strategy, they will not develop capabilities that align with that of the company's goals.
3. Poor Communication
Poor communication can lead to misconceptions and misunderstandings.
When the individuals providing and receiving the feedback are unaware of the feedback program and how it is conducted, they may not be wholly involved with the process.
4. Trust issues
If your employees are afraid to get feedback or provide feedback, you will not achieve your desired outcome. Communication can help in building trust and reducing fear.
5. Compromising confidentiality
The very base of 360-degree feedback is that employees should feel safe while providing anonymous feedback. It can ruin employees' careers if confidentiality or anonymity is compromised.
6. Not involving key stakeholders
Feedback has the power to build or ruin people's reputations. The more information-sharing and accountability goes into the process, the more critical for stakeholders to be involved.
7. Using 360-degree feedback as a substitute
Managers tend to use 360-degree feedback to cause a behavior change in poor performers. They may think it can motivate the employees to improve, based on the feedback they get. While feedback from a 360-degree process can revive an employee's self-awareness, it can't replace direct communication between employees and their managers.
Solution: Managers should actively provide feedback to their employees without relying on a 360-degree feedback system to replace continuous performance management.
8. Making 360-degree feedback an event rather than a process
Many organizations introduce 360-degree feedback, like a new trend in the industry. They might even stop using it after a few trials. But, they don't realize that it's unlikely that a 360-degree feedback model will have a positive effect without follow-up and commitment to continuous improvement.
Solution: A 360-degree feedback process should be repeated from time to time. That way, it turns out to be a process whose goal is improving and increasing critical behaviors and competencies rather than just an event providing a one-time analysis to recipients.
9. No development plan
Many organizations have successfully conducted a 360-degree program and have still not experienced change or improvisations in their workspace. Why? Because they failed to do anything with the data and have wasted the time of both participants and respondents.
10. No follow up
If you don't follow up after completing the 360-degree process, you will not know if it was a success or a failure? How will you know if the feedback received was helpful or not if you don't follow up?
Solution: Provide additional feedback six to twelve months after the initial data is collected and the 360-degree feedback procedure is completed.
To Wrap It Up
The 360-degree feedback model gives employees reviews that managers or superiors might not usually share with them. With the 360-degree system, employees understand how they're perceived by the people they work with. The process also offers benefits to the organization. It can signal employees what behavior is expected and encouraged and what type of culture the organization has. They also show that all employees' opinions are essential and actively sought.
All in all, 360-degree feedback is a win-win deal for both employees and employers if carried out the right way.