How can you avoid common pitfalls in 360-degree feedback?

2 Provide clear guidelines and training

Another common pitfall in 360-degree feedback is the lack of clear guidelines and training for both the raters and the employee. Without proper guidance, raters may not know how to give constructive, honest, and consistent feedback that is based on observable behaviors and facts, not on opinions or feelings. They may also not understand the purpose, scope, and confidentiality of the feedback process. Similarly, the employee may not know how to interpret, accept, and act on the feedback they receive. They may feel overwhelmed, defensive, or confused by the feedback. Therefore, it is essential to provide clear guidelines and training for both parties before, during, and after the feedback process.

3 Use a valid and reliable tool

A third common pitfall in 360-degree feedback is using an invalid or unreliable tool to collect and analyze the feedback. An invalid tool is one that does not measure what it is supposed to measure, such as the employee's competencies, skills, or performance goals. An unreliable tool is one that does not produce consistent and accurate results, such as due to vague or ambiguous questions, inconsistent or biased ratings, or technical errors. To avoid this pitfall, you should use a valid and reliable tool that is designed for 360-degree feedback, that is aligned with the organization's objectives and culture, and that is tested and refined regularly.

4 Follow up and support

A fourth common pitfall in 360-degree feedback is failing to follow up and support the employee after the feedback process. Without proper follow-up and support, the feedback may not lead to any meaningful change or improvement in the employee's performance or development. The employee may not know how to prioritize, plan, or implement the feedback, or they may face barriers or challenges that prevent them from doing so. They may also lose motivation or confidence if they do not receive any recognition or reinforcement for their efforts. To avoid this pitfall, you should provide follow-up and support for the employee, such as by setting SMART goals, creating action plans, monitoring progress, providing coaching or mentoring, and celebrating achievements.

5 Evaluate and improve

A fifth common pitfall in 360-degree feedback is neglecting to evaluate and improve the feedback process itself. Without proper evaluation and improvement, the feedback process may not achieve its intended outcomes, such as enhancing performance, development, or engagement. It may also lose its credibility, validity, or relevance over time, as the organization, the employees, or the environment change. To avoid this pitfall, you should evaluate and improve the feedback process regularly, such as by soliciting feedback from the participants, measuring the impact and results, identifying the strengths and weaknesses, and making adjustments or modifications as needed.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?