Part II: What to Avoid in Your 360-degree Assessment

In part I, we discussed a little of what makes a good 360 degree multi-rater feedback process.

One of the things our clients remember us for is an approach we describe as candid but kind. A couple of times in the last few months we have been asked our opinion on 360-degree processes that our clients were considering. Here is the candid but kind assessment we provided.

Our clients were well intentioned and wanted to provide feedback that would help employees stay on time and on track. In particular, they wanted to tap into the two major ways we learn at work: through social modeling and positive feedback. The 360-degree review is an ideal way to provide both of these.

However:

• If the process is asking a bunch of questions that are onerous, intrusive or irrelevant to the raters, then the process sucks. 
• If it isn’t easy for the person rated to translate the feedback into actionable, meaningful performance improvements, then the process sucks. 
• If the person is more concerned with the salary, bonus or promotion impacts of the process than the opportunity to meet the reasonable expectations of their customers, colleagues and community, then the process sucks.

The questions should be simple, relevant and concerned with helping the person develop their potential.

Do you want to discuss this topic in greater detail? Contact Koliso.