There is no feedback program that is as comprehensive as the 360 degree feedback program. When it is done correctly, it is both successful and useful.
But when it is not done right, the end result is a complicated process. This article works as a checklist of sorts. If you are carrying out a 360 degree feedback program at your organization, then you should consider all the points given below quite seriously.
1. Unnecessary Participants Make It to the List
It is one of the common issues when it comes to 360 degree feedback or multirater feedback. The main purpose is to give an employee comprehensive feedback from others who closely interact with them. So, the ideal people would be immediate colleagues, managers, customers, etc. Unwanted participants in the feedback program would be senior executives who do not interact with the employee or work in other departments. They will have nothing of value to add to the program.
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2. Not Given Enough Importance
A feedback program, no matter what, will fail when employees do not take it seriously. The reasons for not taking the program seriously could be many different things. Maybe employees do not believe in its efficacy. Or even more alarming, they do not know much about the program. But once you identify the reason, work on eliminating it. Once employees understand the importance, they will take the program seriously.
3.Lack Of Information
Many organizations directly implement the 360 degree feedback program without passing on much information to their employees. When employees are not well-informed, they would have less interest in it. Ignorance about the multirater program can impact the purpose of the program and cause it to fail spectacularly.
4. Employees do not know the purpose
On its own, the phrase ‘ 360 degree feedback program’ sounds imposing. And if employees do not know the reason behind it or how it is supposed to help, then they are going to be nervous or worried about it and not take part in it properly.
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5. Employees link it to other processes
Employees often link the 360 degree feedback program or multirater to other processes. They often wrongly link it to a performance review or an appraisal. It is just a way of getting comprehensive feedback about the employee that is supposed to help them develop professionally and personally.
6. Incorrect Or Vague Questions
This is one of the last but most important steps of the program. Even if you did everything right but mess up this part, the entire program will fail. The questions asked should not be vague and be related to the employee. It should take into consideration the competencies of the employee which are under evaluation.
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