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Feedback, everyone agrees it’s important. But timely and effective feedback is still missing in most companies. Over the past fifty years, the 360-degree feedback process has become popular as it provides the recipient with feedback from everyone that she is in contact with (i.e. subordinates, peers, superiors, and customers). 360s was first used in World War I when the German military first began collecting feedback from multiple sources in order to evaluate performance during War. Nowadays, there are many tools available to efficiently conduct360 feedback inside a company, but most of these solutions continue to have a command-and-control military mindset. In this blog post, I’m going to explain the drawbacks of traditional 360-degree feedback and how can modify the process to make it more effective inside your company.
360 degree feedback should be more concentrated about the activities related to tasks and performance at the peer level and avoid comparitive reporting. Peers and associates should be mature in pointing the gaps and areas of reporting.
Asking to choose a relevant option from the set for the required set is a good idea. This helps in avoiding personal attacks.
By clarefying that the receiver of your feed back understands tour feedback the way you ment it.
Feed back should be addressed in employee as well as oranizational development.
First develops the ground for traditional appraisal systems for the employee and practice it once they are matured and able to handle this then go for360 degree as it requires enough maturity of existing staff and their analysis skills to conduct360 degree otherwise it could be used for having a victimization tool.
