The Accuracy Of 360-Degree Feedback, Questioned

by Cecile Cinco

The 360-Degree Feedback is popular method for improving productivity and job satisfaction, usually within the organization and corporate world.

Usually over the internet, a set of questionnaire is filled up by the participants of a certain group or organization and the result of the responses gives the person assessed the strengths to capitalize on and weaknesses to improve on to hopefully make a better person out of each of the participants, thus, doing better productivity and being more satisfied.

The strategy is supposed to increase self-knowledge, stimulate individuals to enhance their strenghts while identifying areas where development is needed, encourages continuous learning, supports coaching and mentoring initiatives and provides guidance for positive change.

The reason it is called “360-degree” is because data come from all points of view, from all angles, from top to bottom, sideways and around.

The responses of everyone remains private and confidential. As a taker, you will be supplied with the result of everyone’s response, how they see you, but you will never know who gave the remarks.

In the olden days, this is done with hours of calculating and recalculating. With the availability of the internet, the process has been shortened. At least you can get the result in two weeks.

Dennis C Carey’s blog now questions the accuracy of the system. Is it really an honest evaluation?

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