What shouldn’t 360-degree feedback be?

360-degree feedback can be a powerful opportunity to encourage employee and organizational growth. It must be conducted carefully and correctly to ensure a positive experience for participants and raters.

A Weapon
If participants feel that their survey responses and results can be used against them, traced back to them, or used against others, they may not respond candidly. A 360-feedback should not be used as the basis for determining raises, promotions, or disciplinary action. 360-degree feedback respondents’ anonymity should be protected. They should know that they can rely on the 360-degree feedback process to provide and receive candid feedback they can use to make changes to their workplace performance.

A One-Size-Fits-All Solution
360-degree feedback should not be used as the solution to complex performance or cultural issues. 360 feedback produces the best results when it is used as a tool to identify opportunities for change and used to develop individual and organizational goals to make those changed. Each 360-feedback assessment should be customized to specific organizational or personal goals, not created as a single, generic solution for every organizational challenge.

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