360 degree feedback is an evaluation or assessment tool that helps organizations to get a feedback about an employee’s performance and behavior within the organization or team. Well, this assessment tool can be very helpful for an organization, as it can help the HR and managers to evaluate the performance of employees and based on it decide the appraisal.
Well, many companies are including 360 degree evaluation or 360 reviews as a part of performance management efforts. Well, the reviews can help an employee to evaluate their own performance based on the feedback provided by peers, subordinates, supervisors, customers, and clients. Basically, the review highlights the strength, blind spots, development needs, and opportunities of an individual. Therefore, with feedback programs, organizations can get a feedback about an individual from every quarter.
Based on the reviews obtained, management can decide whether an individual needs to undergo any development training. On the other hand, it can also help employees to know their weak spots and work on them. However, it has been seen that, if 360 degree feedback is not implemented properly it cannot provide effective results. In fact it should be carried out properly or else it can cause tension, conflicts, and anger within a team and also in the organization.
Why 360 Fails?
Let’s take a sneak peek into the reasons that clearly explains why 360 degree evaluation fails. The reasons are:
Bosses Don’t Participate
Well, a 360 degree feedback system becomes ineffective when bosses of an organization don’t participate. When bosses take part in the system, employees will start to believe in the efficiency f the system.
Lack of Confidentiality
One of the important components of multi-rater feedback system is confidentiality. People often hesitate to participate in the feedback process as they believe that the data will be easily accessible by others. Therefore, it can affect them during performance appraisals. Hence, it becomes important to ensure staffs that the data will remain confidential. This would help in providing honest reviews.
Questions Are Vague
Often it has been seen that the question of the 360 degree evaluation tool is very vague. Often the questions focus on personality profiles. Thus, it does not provide any actionable information.
Constructive criticism can be very useful as it can guide employees on areas where they need improvements. Harsh criticism can fill a workplace with anger and easily create distrust, resentments among staffs. In order to avoid resentments, compassion and humility must be encouraged. This would make 360 degree evaluation successful.
Ineffective Assessment Items
It is crucial that the assessment items must be well written so that it helps in collecting relevant data. In order to make evaluation successful, the questions should focus on organizational expectations and job competencies.
Feedback Not Aligned with Organization’s Vision
It is important that the feedback system should match the organization’s mission, vision, and objectives. If it does not include company’s vision, employees will not be able to develop themselves in the direction of organization’s growth.
Poor Development Plan
Last but not the least, another crucial reason for the failure of 360 degree evaluation tool is lack of proper planning. Without proper planning, the program cannot be run smoothly and the data received would be useless.