How to avoid failures when using 360 feedback tool in your organization

One of the most popular approaches companies use to increase employee engagement is a 360 feedback tool. The idea is that instead of just getting feedback from your direct manager, they get feedback from all directions, which includes a person's manager, their peers, and, for managers, also the people who depend on them. The goal is to provide additional feedback that allows employees and managers to improve based on feedback they wouldn't usually hear.

These programs, also called circular assessments, are so popular that they have been joked about in Dilbert's cartoons.

Unfortunately, these employee engagement efforts often fail, backfire, and create conflict and distrust rather than the expected outcomes. Next, we will talk about the common mistakes in applying for these 360-degree performance appraisal and how to avoid failures with this method.

• Vague questions

In some companies, questions for the 360 feedback tool seem more like a personality test than something that speaks to employee performance. It's less threatening for people to fill out a questionnaire like this, but it can't lead to employees' actionable feedback or improvement.

Questionnaires of 360 evaluation tool should focus strictly on matters related to the company and its employees. Make the test anonymous and leave room for employees to express their thoughts as well. At the end of the survey, ask them to write down three suggestions to make the work environment more enjoyable. You'll be surprised by the answers.

• Personal comments

Some circular reviews go wrong because people use this forum to make negative personal comments rather than keeping things professional. When someone receives these comments, they may feel upset and angry about it. Unlike management, staff employees have not been trained to provide feedback on performance, so it is important to tell everyone what is expected in advance.

• Leaders don't participate in 360 feedback tool

Suppose the CEO and other senior managers have not been involved in the process themselves. In that case, it sends a clear signal to everyone that they don't see this as necessary, helpful, or valuable. If they don't take it seriously, other people won't either.

Business owners should be more involved in the process. They should encourage employees to be honest when completing an employee survey.

• Emphasize weaknesses over strengths

A key reason for conducting this review is to uncover areas of opportunity to work on, but it's also essential to keep it balanced and recognize employee strengths.

If the reviews are too negative, there will not be an excellent reaction to employees' process. So be sure to include some praise for your strengths as well.

• Feedback is never taken into account

All the feedback from the world will not help if an action plan is not created as a result. The only way to get valuable results from a 360 feedback tool is to create an action plan for each employee where the results of their review are incorporated.

Unfortunately, many companies don't even use the feedback from surveys. If the required changes are substantial, and they are unwilling to do something, the evaluation becomes useless.

• No periodic follow-ups

In some companies, an action plan is created with the results of the 360-degree feedback system, but then there is no follow-up.

Creating a plan is the second step in the process. After that, several follow-ups are needed to see how things are going and progress. Ideally, this should happen at least quarterly.

• Lack of confidentiality

When employees are asked to comment on their managers, many of them worry about confidentiality. They fear that the manager may read any negative comments they make and the reproaches they might receive when it comes time for their performance review.

A solid plan is needed to ensure confidentiality and communicate it to employees. Companies can only persuade employees to be honest when completing a circular performance appraisal is to make questionnaires anonymous.

Several 360 appraisal system fail because companies don't know how to motivate employees to respond. Forcing them to answer 30 questions after their turn is not an intelligent way to boost company productivity. It is equally essential for a company to have a competent human resources department to evaluate its problems, provide solutions and increase production.

With Vorecol 360 feedback, the online global assessment system identifies the potential of your organization. Through 360°, 270°, 180° or 90° surveys; it effectively feeds back, provides action plans, and closes competency gaps. Please take advantage of our support for developing the talent of leaders and collaborators of your organization.

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