Consulting Director at Qualintra
Le 360° feedback is an investment with a potentially colossal return, provided a few simple rules are followed.
Let's start by reiterating the obvious: the ethical rules of security, anonymity and distribution to recipients (interested parties alone, HR + participants, HR + N+1 + interested parties, etc.) must be respected throughout the project. How can confidence be instilled if participants discover that their individual reports are being circulated when they were supposed to be the only recipients?
Management involvement is a key success factor. In many companies, high-level managers benefit from a 360° assessment, but the members of Comex feel that this exercise is "not for them" or "that at their level they don't need it". These reactions undermine the credibility of the process and convey disturbing messages to the participants.
Let us recall once again that the 360° feedback is an extremely powerful tool when used for development purposesThis is much less the case in the context of an annual appraisal process. Its purpose is to highlight the skills already mastered and the behaviours to be reinforced or developed. The use of 360° feedback for appraisal purposes leads to major biases: complacency between peers ("if you appraise me well, I'll appraise you well too"), pressure on employees ("my appraisal counts towards my bonus, so you'd better do a good job"), focus on the immediate result (the mark) rather than on progress (areas for development).
Finally, the best way to bury the tool is not to report the individual results and not to support the resulting development plan.
A poorly controlled feedback process can do a great deal of damage to individuals and organisations. A 360° project with Qualintra is a totally secure process geared towards concrete development actions. It is administered and piloted in a a spirit of progress, positive and benevolent for both participants and companies.
Change the currency:
2025 Qualintra360. All rights reserved
