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When should I not use 360-degree feedback?
Home » Assessment » 360 Degree Feedback » When should I not use 360-degree feedback?When should I not use 360-degree feedback?
There are a handful of times when using this type of feedback would be detrimental. For example, if a person is too new to the company he or she may not have interacted with enough people for others to get a true sense of the person’s personality, habits, performance, and work style.
Also, if not enough people know a person well enough to understand the full breadth of his or her responsibilities, it’s probably not a good idea to have that person participate. For example, an employee who works on a specialized project, or on something that others have no understanding of, may get unfair or incomplete results.
If your company is going through, has just completed, or is about to enter a time of change, such as a merger, acquisition, or restructuring, now’s not the time for reviews. During times like these, everyone is more on edge, has more on their plates, and is less likely to give constructive feedback. Wait till the waters have settled before introducing something as new and involved as this.
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- When should I not use 360-degree feedback?