The dark side of 360-degree feedback - Executive Summaries - employee counselling - Brief Article

T+D, Sept, 2002 by Scott Wimer

During the past decade, 360-degree feedback has taken off, with most organizations utilizing some version. It can be a powerful tool, with which people learn about themselves. Unfortunately, that kind of self-assessment isn't always positive. Negative feedback can sting. And though the 360-degree process aims to prevent people from lashing out, it's easy for participants to be less than objective. The process is only as good as the effort of participants in providing an accurate snapshot of the employee.

When an individual seeks intensive personal development assistance or is singled out, that's when 360-degree feedback frequently shows its dark side. Of course, it doesn't have to. Here are some considerations before adopting 360-degree feedback.

* Negative feedback can be more disturbing when the origin is unclear and you're left to wonder about its source and accuracy.

* Recipients aren't the only victims of hazardous feedback. People who feel victimized by feedback are more likely to spread their negativity to those they believe are responsible.

* When distributing feedback, ensure it's delivered with care and sensitivity, and that recipients feel supported.

It's naive to think that insight alone inspires recipients to change. Without ongoing support and follow-up, you'll never see the sunny side of 360.

For complete text, see page 37.

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