- Poor feedback skills result in raters providing feedback that is vague and inaccurate and ratees being unable to interpret and respond to the feedback effectively.
- Lack of follow through by ratees negates the purpose of the process, making the entire assessment a waste of time and resources.
A 360 feedback assessment is more than just a plug-and-play assessment. A clear definition of its purpose supported by a strategic roadmap is required to maximize the benefits to both employee development and organizational goals.
Impact and Result
- Thoughtfully design and implement the 360 feedback process for developmental purposes to overcome common obstacles and realize employee and organizational benefits such as retention and engagement.
- Evaluate if the organization has foundational elements in place and is culturally ready for 360s to ensure they have a positive impact on employee development.
- Provide sufficient training so that ratees and raters understand the purpose, their role, and how to provide and interpret relevant feedback.
- Ensure ratees create an employee development plan, have the opportunity for targeted learning and development, and receive the support they need to address feedback.