Debunking Common Myths About 360 Performance Reviews

360 performance reviews are on the rise, and if your organization is not doing them, maybe it’s time you did. We have taken a look at 4 of the most common myths associated with performance reviews and have armed you with important information to manage your expectations, and make sure your initiative meets with success.

Myth #1 – 360 performance reviews are perfect for identifying and removing under performers from the organization

The feedback generated from this tool should never be used to resolve performance issues. It is ultimately the manager’s job to provide corrective feedback –having it delivered via anonymous results is a poor way of dealing with conflict.

Myth #2 – Everyone is good at giving feedback, there is no need to train anyone on how to do this properly

It is important that all raters have been provided with basic training because most people actually struggle to communicate in clear, actionable terms. Instead of offering specific, positive, forward looking feedback ("you should start making an effort to be on time for meetings") they may look backwards ("you are always late") resulting in negative and defensive reactions instead of change.

Myth #3 – Performance reviews are a great tool for acclimating a new manager to their team

The strength of the 360 feedback will be in direct proportion to the length of the relationship between the participant and their raters. So, if someone has only worked for the organization for a month, their feedback will be based on only a few interactions that may or may not be typical.

Myth #4 – It is impossible to implement a program in as little as 30 days; we will need a coach to walk people through the data.

In fact, the best feedback tools on the market are simple to administer and so easy to interpret the data that no coaching should be necessary. Reports should focus participants on the things that matter most, and provide actionable feedback that will be clearly understood but everyone reading it.

Every organization should consider 360 performance reviews as a way of developing the behaviors of their managers, but it is important that you have carefully considered the decision first, and understand what you can and cannot accomplish successfully.

Jody Ordioni works with OPTM360 and engages with HR professionals on how to build and promote employer brands and implement best-practice talent acquisition strategies across all media and platforms.