For years, 360 degree feedback has been a popular tool used by many HR professionals to evaluate employee performance. This feedback method involves gathering input from the individual being evaluated, their manager, peers, and subordinates. However, in recent years, this traditional method has become increasingly outdated and ineffective in modern HR practice and simply, it is not as effective as a continuous performance management approach.
360 feedback can be a time-consuming and cumbersome process, especially for HR who have to facilitate the process. Gathering feedback from multiple sources can be overwhelming, and the data collected may be difficult to analyse and interpret. This can result in valuable resources being wasted on a process that does not provide clear, actionable insights. In today's fast-paced workplace, companies need to be agile and efficient, and 360 feedback simply takes up too much time and energy.
Secondly, 360 feedback can be unreliable and subjective. The anonymity of the feedback process can lead to vague, unhelpful feedback that does not provide specific areas for improvement. These subjective evaluations can lead to misinterpretations of an employee's performance, and the feedback may not be accurate or constructive. It can also create a toxic environment where co-workers may use the feedback process to criticise one another, creating tension and conflict in the workplace.
Lastly, 360 feedback fails to prioritise employee development. The focus of this feedback method is on evaluating performance, rather than providing opportunities for growth and development. This can result in a lack of clear goals for employees to work towards, leaving them feeling directionless and unmotivated.
So, as can be seen, in today's fast-paced and dynamic workplace, the traditional 360 feedback method is seen as outdated and no longer suitable. This method can be time-consuming, unreliable, demotivating, and fails to prioritise employee development. As a result, HR professionals need to explore more efficient and effective ways of evaluating employee performance and creating opportunities for growth and development.
At Advanced, we have long recognised the limitations of the 360 feedback method and advocated for a more modern approach through continuous performance management. However, what if we could revolutionise the traditional 360 feedback method to work seamlessly with continuous performance management, bringing an outdated HR process into the 21st century? That's why we're excited to introduce Feedback Circles, a new feature in Advanced Clear Review. An employee-led, no-facilitator, not-anonymous, anytime process to maximize employee development. Keep an eye out for more details over the coming weeks!