1. Avoiding the reasons why 360 degree feedback programmes fail

    Posted in Latest News

    360 feedback is a powerful tool and when used properly it can help businesses to improve many aspects of their operations, but there are some common reasons why 360 degree feedback programmes fail and they need to be avoided at all costs.

    While 360 feedback programmes have undoubtedly boosted the performance of many organisations since they became an established part of the business toolkit, there are times when things have not gone so well. And badly implemented 360 degree feedback can create mistrust, anger, conflict and could potentially leave a team in a worse state than before the process was started.

    If you want to avoid these problems you need a well-managed and supported programme that avoids some common mistakes:

    • Make sure you have commitment from a senior level so you know that the outcomes from the exercise will be properly supported.
    • Avoid badly constructed questionnaires with vague questions that do not relate to actual observable behaviours that can be pinpointed. Vague questions can elicit emotional responses that undermine the whole process. You want people to be objective and constructive.
    • Make sure that the matter of confidentiality is properly addressed. Not necessarily that confidentiality is absolute – more that people know where they stand.
    • The most common pitfall by far is lack of planning and follow up. 360 degree feedback interventions are not an end in themselves but should be a part of the ongoing programme of continuous improvement that every good organisation should have.
    • Make sure you focus on the people’s strengths. It’s too easy to a “we’ve got to locate your weaknesses and obliterate them” attitude. In reality it’s people’s strengths that got them to where they are and that’s the assets they have to rely on.
    • The whole intervention is pointless if you don’t learn from it. The process will inevitably uncover all kinds of strengths and weaknesses and these need to be rolled into your organisational learning programme.

    By taking these simple steps you ensure that your 360 degree feedback programme stands to deliver real benefits in terms of your organisation’s culture, efficiency and effectiveness.

    http://www.forbes.com/sites/ericjackson/2012/08/17/the-7-reasons-why-360-degree-feedback-programs-fail/