Many organizations are adopting 360 degree feedback programmes. In case you are not able to recall the process, here is how it works. Your boss, your direct manager and your team members give a structured feedback on your performance, your strengths, developmental needs and opportunities. So, with 360 degree feedback programmes, you get feedback from everyone who knows you and you work with. That explains what 360 is in feedback programmes.

1. Why 360 degree feedback programmes fail?
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Many organizations are adopting 360 degree feedback programmes. In
case you are not able to recall the process, here is how it works. Your
boss, your direct manager and your team members give a structured
feedback on your performance, your strengths, developmental needs and
opportunities. So, with 360 degree feedback programmes, you get
feedback from everyone who knows you and you work with. That explains
what 360 is in feedback programmes. The essential part of 360 degree
feedback programmes is to have proper system to carry out the process.
When it is done well, it sure has a lot of advantages to the employees,
the team and the organization. But, when it is done poorly, it creates
anger and conflicts in the team.
There are sometime when 360 degree feedback programmes fail, do you
know why?

2. Here are a few reasons that describe the failure of 360
degree feedback programmes.
1. Bosses fail to participate: A 360 degree feedback programme is not
very effective when the bosses do not participate. Comments from
a leader have high importance and weightage and shows that the
bosses believe in the system.
2. Lack of confidentiality: Initially employees are worried about
where will the data go and who will be able to watch it is allowed
to access it. So, you should assure them that the data will be
confidential and that it will not haunt them during performance
appraisals.
3. Ineffective assessment items: The assessment items should be well
written to gather relevant data. The questions in 360 degree
feedback programmes should consider organizational expectations
and job specific competencies.
4. Inappropriate feedback deliver: The idea of 360 degree feedback
programme is to help employees improve and perform better.
Negative feedback can be de-motivating and can backfire 360
degree feedback programme completely. Therefore, feedback
should be structured appropriately.
5. Poor development plan: Planning is very essential to get 360
degree feedback programme run smoothly. Even if your programme
is running smoothly and you do nothing with the data, the
programme
would
be
useless.
Employees
should
make
developmental goals which are measurable and achievable based on
the feedback received.

3. 6. Feedback
not
aligned
with
organization's
vision
and
mission: When the areas measures do not match the organization's
vision, mission and objectives, then the employees will have not
developing in the direction aligned with the organization's growth
and their upward career path.
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