Curious About 360-Degree Surveys? Share Your Challenges and Success Stories Here

Hi friends!

I am interested in learning about what challenges are faced by CHROs and CEOs in rolling out 360 surveys and assessment projects. If you have conducted a 360-degree survey or assessment activity in your organization, please share your experience:

1. What was the objective of the activity?
2. What challenges were faced in the design, implementation, and follow-up stages?
3. What did you do to overcome those challenges?

Looking forward to sharing experiences.

Warm regards,

Dear Mr. Vijai Pandey,

Well, gentleman, you want others to be magnanimous and share their experiences with you. Noble thoughts indeed. Nevertheless, the information that you expect others to share is not easy to come by. In India, people are absolutely wary of sharing even an inch of information or experience.

I conduct training programs on Contract Management, Supply Chain Management (SCM), etc. In my pre-training activities, when I send out the questionnaire, I find that my clients hold back. This is the situation when dealing with a service provider like me who offers training services. Why would people open their hearts to an unknown person like you? If you do receive replies, then it is your great luck.

This is your 125th post. Have you shared any experiences from your side about psychometric tests? You uploaded your first post on 06-Oct-2006, and since then, most of the time, you have used this forum to promote your business. Citehr is a community, and any community develops on a give-and-take basis. May I know what you have done to develop this community?

My comments may sound ungenerous or uncharitable. Nevertheless, the severity of my straightforwardness stems from observing the service providers who use this forum solely for business promotion and nothing else. Perhaps a question may arise in your mind about what I have done to share information. Occasionally, I have shared experiences, but more than that, let me specify that this is my 5,950th post, and about 90% of my replies are pieces of advice for the needy members of this forum. If you wish, you may check for evidence.

Thanks,

Dinesh Divekar

I have been active in this forum for the last four years. The experience has been a two-way process of learning. Mr. Divekar has raised some valid points. I hope you will come forward with useful tips for beginners and others who have no previous exposure to 360-degree appraisal. I am sure your gesture will be well received and appreciated.

Taking Your Questions Per Se

1.0 The objective is to get feedback from all around—one's peers, juniors, customers, suppliers, and other stakeholders. This sounds good in theory and appears fair, but sometimes people do manage to influence the results in their favor. In such cases, bias sets in.

2.0 There are fewer problems in design and implementation, while follow-up poses challenges.

3.0 Sometimes pressure had to be exerted from top management to get the feedback.

Regards, V. Raghunathan

Sometimes, this 360-degree feedback program fails due to a lack of unstinted support from top management and is seen to be an HR-driven project. Another reason is that feedback given does not remain fully confidential, and sometimes personal remarks are given, leading to leaks. An anonymous survey may prove more useful.

Thank you.

Dinesh Divekar and others have raised valid questions and provided you with some information. I will pose a couple of questions before offering some unsolicited advice, drawing on my experience as an ex-academic.

Could you kindly inform us why you are interested and how you intend to utilize the information provided? For instance, if I were preparing a paper for an academic journal, I might request such information as part of my research. Alternatively, if I were considering implementing a 360-degree feedback system, I would clearly specify this intention and seek assistance by elaborating on the organization's activities and strengths.

If it pertains to the former scenario, I would explicitly outline the objectives and then explain how it would benefit the respondents (e.g., assuring them of confidentiality and providing them with a copy of my findings). Such clarity would enhance the response rate.

Regards

I would second the comments of my fellow contributors here. You say you "are looking forward to the experience sharing," but as Dinesh has pointed out, you appear not to share anything with us. Sadly, this is a failing of a number of our members. Many are asking for (at times demanding) information but give nothing in return, and not even saying please or thank you!

Sharing Your Experiences with 360-Degree Performance Appraisal

You could start the ball rolling by telling us about your experiences with 360-degree performance appraisal and let the discussion develop from there.

Now, I have to say that I have no direct experience of this. However, anecdotal evidence of this type of evaluation from my friends has not been complimentary.

There is plenty for you to read on the web about the challenges. You might start there, formulate some ideas of your own to share, then come back to us for further discussion.

I am sure there is also plenty to read in the CiteHR archives. Just use the Search box at the top of the page.

https://www.google.com.au/search?q=c...hrome&ie=UTF-8

Thank you very much, Mr. Ganesh, this was helpful for me to understand the challenges.

Purpose of the Inquiry

For those who are wondering why I asked these questions and how this information will be used, here are some pointers:

A. I asked the question out of my curiosity and my mission of bringing more of 'HUMAN' into human resources. I am a psychologist currently working as an Advisor in the government sector in the Middle East. Assessments and Development are of interest to me, and I am currently working on a large project on 360 assessments (involving more than 10,000 managers to be evaluated by over 100,000 others). I am aware of the challenges faced by people I have worked with, but I also wanted to understand the challenges faced by those I do not know at all (which is why I chose this group where I was least active).

B. Confidentiality

I asked the questions in a very impersonal way. I do not need or want to know any personal or identifiable information from any of the members here. I am solely focused on the issues.

C. Use of Information

I am not collecting any personal or company information and will not disclose any person or organization for any purpose whatsoever.

D. Benefits to Group Members

At the end of this discussion, I will post a summary of the discussion including all the points for all the members, along with my experiences and the issues I faced. This way, if any member revisits this discussion in the future, they will feel that they gained some insights.

Thank you all for your participation and advice.

Dear Priya,

You may please try the following: https://www.citehr.com/562151-360-de...sessments.html.

V. Raghunathan