The pros and cons expected from a 360 degree feedback

Implementation in a proper manner ensures eradicates negatives with 360 degree feedback. Human error could make a difference between a successful and failed feedback mechanism. Managers looking to replace traditional feedback mechanisms face a lot of flak and resistance. Top notch companies have incorporated this feedback mechanisms with positive outcomes expected.

Many companies have jumped on to 360 degree feedback systems in the hope that performance issues will be a think of the past. If implemented in a concise manner the 360 degree feedback can contribute to professional development and improve employee morale. This misunderstanding is a major worry with this feedback not able to take off. Let us now observe benefits and drawbacks in implementation of a 360 degree feedback.

In a 360 degree feedback staff members are likely to work for a specified period of time; this is specified well in advance by the employees. Where it is different from other feedbacks is that rather than from a direct manager, you obtain feedback from a variety of quarters. This feedback obtained empowers individual or organization development and enhances self-awareness of an employer. They are able to gauge what others think of them in an organizational set up. This feedback obtained is more about self-awareness. The core purpose of this type of feedback is to help an individual to figure out their strengths along with weakness. They are well equipped to work on areas that need professional development.

The Benefits of 360 Degree Feedback–

People are together

One of the important features is an agile performance management system. Pretty much like the name you derive feedback from numerous angles, from subordinates, co-workers, customers and peers. Since this feedback is obtained from multi sources, chances are it will have different perspectives or outlooks assuming importance from a feedback aspect. Being from a varied audience it can be considered to be reliable and worth implementing.

Focus on core competencies

As part of a performance management system when a company introduces 360 degree feedback module, it has to be done in a manner where it relates to core competencies of a company. This competency specifies organizations behavioural trends or patterns. On enforcement at a regular basis it shapes up a company’s culture. In employees becoming a part of performance management system, individuals can garner feedback about their behaviour and reflection of company’s core competencies in their behaviour. This encourages a reason to live with these ideas in the day to day life.

Understand opportunities for development

Since a diverse feedback is obtained from multiple quarters this could tap areas that need development or identify gaps in knowledge that would be worthy. You can embed this feedback on the personal developmental plans – useful information that an individual would never have had access on their own.

Disadvantages of a 360 degree feedback

Feedback not up to desired levels

You can term it as inadequate and in many ways feedback obtained can be inadequate. Just as the case with all feedbacks it can be edited or filtered which means that it is not 100% full proof. This could happen if a manager has access to all feedback even if you do not direct it towards them. It could mean that an honest opinion of people is not expected as a fear of a manager reading them is always there. In addition people might really fail to understand objective of a 360 degree feedback. A feedback should not be personal, but constructive.

Poor leadership

If a manager does not show enthusiasm towards 360 degree feedback, it may not contribute to positive results. If a boss gives attention to a particular subject, so the subordinates are expected.

360 degree feedback is useful when you act upon it. One of the main reasons for a 360 degree feedback is you obtain a feedback but forget it. If you do not plan to implement the feedback, behaviour of employees continues in a same manner then feedback is a futile exercise. As part of initial discussions managers should be included and take a step ahead they need to be made ambassadors of 360 degree feedback in an organization. An individual basis goal setting with training in terms of follow up reviews ensures feedback taking into account is worthy.

Priorities

Seldom seen the task of a manager covering 360 degree feedback is to hide weakness of their team. This stems from an intended use, focus needs to be more on positive feedback and praise. If such programs lay more focus on highlighting negative aspects of an individual or departments behaviour, chances are that they might develop a negative mind set towards this feedback culture. Ultimately they are going to disengage from it. In hindsight with too much pulling out, lack of participants might pose to be an issue.

360 degree feedback at a lesser level

As discussed above, for a 360 degree programme to scale heights, people need to be part of it. They should engage and use it on a recurring basis. If a portion of a team uses it, then benefits cannot be expected. If input or feedback is not coming from a particular team suggestions or evaluations do not have any value. The lower sources from where information is obtained, comments and objectives become less legitimate. In large organizations 360 degree feedback are more advantageous in terms of feedback opportunities.

You would come across various articles on the negatives with a 360 degree performance appraisal system. The managers or supervisors are warned about the pitfalls associated with implementation of a 360 degree feedback mechanism. But what all of us fail to understand is that most of the are preventable, it is all about on how the system is to be communicated and implemented. If proper training and guidance are provided to masses on how to use such tools, most common problems faced would be a definite thing of the past. If proper training is provided to the managers on board the positives tends to outscore the negatives.