A big question that companies need to ask themselves after "completing" a 360 Degree Feedback project is "what should we do with the results?". Far too often what ends up happening is that each employee gets a copy of a virtually illegible 30 or 40 page report and is told to look it over. Of course, that report finds itself in the waste bin while its clone is filed away to be compared with the report generated by the next 360.
A process like this leaves employees feeling like the 360 Degree Feedback project was A) just a formality and B) a waste of time. Either no emphasis is put on improvement or (if on the off chance that desire for improvement IS communicated at all) no methods, approaches, goals, etc are laid down upon which the employee is to improve.
"It's just something that we do once a year."
This is a waste of time and a waste of money and if this is the way your company is conducting 360 Degree feedback or multi-rater feedback projects, you might as well stop doing them all together.
Does the above sound familiar to you?
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2 comments:
Somewhat, yes. The problem I've run into again and again is that even when there is some kind of constructive follow up the next 360 doesn't or hasn't adapted. Not really sure if they even can. But they should because people are supposed to adapt their behavior. I suppose we just keep the 360 the same next year as a kind of control, to see if there's been improvement and to get a benchmark on new employees how haven't gone through the process. Even still, the follow up is almost always just a pointing out of what needs to be improved and a pat on the back.
Well, obviously, that's unfortunate. But, it's a step in the right direction just to point out the areas that require improvement. In our next post, I will point out some further steps to take to make sure those areas of improvement are improved upon BEFORE the next 360 virtually making it possible to keep the frequency (and ultimately cost) of 360's way down.
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