Mistakes of 360 Degree Feedback

Hi All,

Ill just quickly brief you about the mistakes that people make while administering this method:

• Its not a substitute for managing poor performers - There is no substitute for direct communication and 360 feedback is no exception bad performers need to be told directly that they are not performing. there are no shortcuts to this.
• You should not use it because it sounds cool - This feedback must be used for a purpose - awareness. Many Consultants would refer you this method because it is new , but before diving always run a pilot test and assess whether it is a right fit for your organization
• No proper branding - The process must be communicated to all the involved parties lest it is not taken seriously. The Top level management must be involved in branding the process for the organization
• Knowing their strengths and weakness isn't enough , people need to be given sufficient aid to act on this knowledge which would then lead to tangible results in the future. And this brings us to the final point which is
•  It is a process and it takes time. It cannot be completed in a short amount of time and you cannot expect immediate results