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7 Common Misconceptions About Implementing 360 Degree Feedback

You’ll find a bunch of blog posts how-to-implement-360-degree-feedbackout there telling you how to implement 360 degree feedback in order to improve employee performance. And the advice is pretty much the same. These sugar-coated articles would have you believe that 360 degree feedback will be as much fun as an employer-sponsored happy hour (and turn up at least as many unsolicited comments). However, the process of implementing any new program won’t be without its bumps and bruises.


In an effort to set real expectations for implementing 360 degree feedback, here’s a list of the 7 most common misconceptions:


All 360 degree feedback software does about the same thing.

All 360 feedback software is NOT created the same. There are features that fit your unique organization, and 360 feedback features that don’t. Take the time to find a software that works for you.


The switch is simple.

Any change takes a ton of effort and communication. Click here to understand the best ways to communicate organizational change.


You’ll get it right on your first try.

Implementing a new tool or process always takes time to perfect. There’s no linear, 5-step process out there that will tell you exactly how to implement 360 degree feedback. Don’t get discouraged if there are detours along the way.


Your employees don’t need to be trained on how to give feedback.

No one is born knowing how to give feedback, especially constructive, actionable feedback.


 Free Download: A Practical Guide to Giving and Receiving Employee Feedback


Employees will be so excited for 360 feedback.

The possibility of receiving feedback from anyone at the organization is intimidating. What do people think of me? Do my coworkers like me? How harsh are the comments going to be? All of these questions will make employees hesitant to participate, at least until they’ve had a chance to go through a couple rounds of feedback.


Adoption will be quick.

Because of the above intimidation factor, plus the learning curve that comes with any new process or software, adoption might be slower than you expect. Until 360 degree feedback becomes the norm at your organization, don’t be afraid to require regular cycles.


You can turn your employees loose.

Once implementation is done, it’s not really done. Employees are going to need a continuous helping hand. Make sure to have a designated forum or contact person to answer questions about 360 degree feedback.


With a proper understanding now under your belt, I wish you all the best implementing your 360 degree feedback program. But maybe you’re still in the market for a solution that fits your organization (see #1)? If so, look no further! Click the button below to chat with Quantum Workplace.


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