Shawnee Love   •  
December 4, 2013

There is no question that getting honest feedback from a variety of perspectives can provide well rounded guidance to someone looking to improve.  However, in my experience, 360 reviews are usually so poorly handled, any valuable intelligence gets lost in translation.

Before you contemplate introducing 360 degree reviews, consider that it takes a lot of horsepower to:

• Manage the 360 degree review from selection to implementation to ensure it will fit your organization and align with your other hr practices and
• Train employees in how to use the 360 and how to participate in it.

I have seen 360’s ask for information that the reviewer has no visibility into but is required to answer or his own rating is affected.  I have also seen the repercussions of an ill prepared manager delivering the “constructive” feedback so insensitively that the employee left the meeting and handed in his resignation.  Clearly these results are not what you are looking for.

If you want a 360 and are not large enough to afford the extra HR people required to implement and train, consider outsourcing.  External companies will manage the process and even provide the feedback in a sensitive and productive, solutions oriented fashion.  If you are large enough, approach the transition to 360’s carefully and patiently and involve all stakeholders up front to ensure your review program will meet the needs of the business.

Has anyone had success with their 360?  What did you do?