In the first part of the article on the problems that can occur in 360-degree feedback, we learned how important it is to have clearly defined objectives and to gain the support of top management representatives. We also mentioned why it is essential not to start the program too quickly and to ask only relevant questions. Now you can read the remaining five typical 360-degree feedback problems as highlighted on the Training Zone website.
6. Too few answers
Typical causes of low employee participation in 360-degree feedback programs include lack of information, questionnaires that are too long and complex, or unclear wording in the questions. Problems can also result from an overly complicated process for collecting and processing the feedback.
7. Poor answers
The same causes that lead to low employee participation are also the causes of the poor quality of the answers. That is why you should focus on the clarity of the feedback questionnaires. Give employees the opportunity to make evaluations not only using given scales, but also in their own words. Attach practical examples.
8. Absence of line managers
The involvement of line managers is crucial, even if they do not directly handle feedback for employee evaluation. They play an important role in supporting the program and the exchange of feedback in relation to the implementation of employee development plans.
9. Absence of face-to-face follow-up discussions
For the feedback to make sense in the future, it is necessary to follow up on the results. Employees should personally speak with their superiors and HR representatives about the possibilities for further development which have emerged from the feedback. If you do not give employees the opportunity for further discussions, collecting the feedback was useless.
10. No integration with talent and performance management
If you understand the 360-degree feedback program only as a process to support coaching or another specific employee development program, it will only bring short-term value. You will miss an opportunity for continuous comparison in relation to performance and career management in the company. Isn't that a pity?
If you are interested in more details about the topic of problems associated with 360-degree feedback, we recommend reading our previous article entitled 360-degree feedback problems.
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