Solid Planning

Organizations must consider why they want to embark on a 360° feedback process. Reasons include: 

1. Addressing the development needs of individual employees who have the potential to significantly impact organizational results. A 360° feedback process can provide the employee with valuable specific information about how they are perceived by all the respondent groups with whom they interact. This information is most valuable early on in participants’ careers when they are in the best position to establish a positive “reputation” with peers, clients, and direct reports as well as the boss.
2. Career self-management. A well thought out 360° questionnaire identifies and assesses the fundamental job competencies of a position. Complementary processes that support individual analysis of results, action planning, and personal and professional development provide employees with the tools they need to develop professionally and personally and enhance their relationships with their respondents.
3. Bringing all employees up to a defined standard of competency/performance, by integrating the 360° feedback process with the organization’s performance appraisal methodology. We do not see this as a viable rationale for implementation of a 360° feedback strategy, as it compromises the confidentiality and anonymity of the process.
4. Changing organizational culture by identifying, assessing, and providing development support for the skills, styles and competencies the new organizational culture will need, 360° feedback can be a valuable tool in facilitating individual development to meet the changing needs of an organization.
5. Changing organizational norms around giving and receiving feedback. People (and organizations) are often uncomfortable providing face-to-face feedback. A 360° assessment can act as a substitute for what people cannot or will not do directly. Ultimately, though, the goal of a successful 360° feedback process is to eliminate the need for an instrumented approach to feedback. Over time, people should become accustomed to the fact that the 360° simply provides information that can facilitate professional and personal development. With support and encouragement, individuals can learn to provide this feedback directly.