Many people wonder why 360-degree feedback does not provide the reaping results. Have you ever thought the same? If yes, then let me resolve your query. It is because of accountability. Yes, it makes a lot of difference when we evaluate an employee’s performance through this process. It provides a wider picture of an employee’s abilities that cannot change or replace performance appraisal.
But, performance appraisal and 360-degree feedback can go simultaneously when it comes to organizational growth. This collaborationis the best practice that provides new insights that drive learning and development. Lots of changes have taken place over a decade in this process. It includes shifting from confidential employee development activities to now becoming a part of the formal performance appraisal, along with integrating customer feedback.
Now the question arises, why is it so important to establish accountability?
As per study published in Cambridge Core, there are three prime needs for establishing accountability –
- Ratee accountability to use outcomes
- Raters accountability for precision
- Organizational accountability for providing resources that help in behavioural changes
Feedback does not always come with honey-coated words. But receivers need to be open about it because it is the best way to understand where you are lacking and how you can fill the gaps. If this is not done, your growth will become stagnant and your value in the organization will also deteriorate.
So the main motive of 360-feedback is the development of employees and the organization because both are two different sides of the same coin. So, it is important for all ratees to understand how to receive feedback and incorporate them into their work life. If ratees don’t take action on this then such steps will be of no use.
Ratees are not only responsible for the accountability factor. Raters also play a major role in this, their perceptions and ratings are highly impacted by the work environment, leniency, work-life politics, and numerous other factors. Many rating systems are still affected by the same psychometric forces and politics.
Due to this reason, training sessions are required for raters too. By doing this, they will automatically feel highly accountable because they will be aware that their inputs are valued by the company and ratees.
Every organization plays a vital role in establishing accountability. From training every segment of the stakeholders regarding their roles and responsibilities, to investing in the software and creating a 360-degree feedback process. For keeping a track of the optimum utilization of process and reaping results, the role of organizational accountability is extremely essential.
We hope that after reading this write-up you understand that only setting 360-feedback is not enough. There are many other reasons to rethink it and to get the right result you can’t overlook these factors. To know more about 360-feedback and other performance review processes, you can use online employee management tools.