Multi Rater Systems & 360 Degree Feedback Part-2
SMT
While 360 degree feedback and other forms of multi-rater feedback systems are growing in popularity, there are still several hitches making the ride far from smooth and sometimes even ineffective.
The most common problems faced when implementing a 360 degree feedback process are - Firstly it is a time consuming process. Secondly due to the Hierarchical nature of organizations, there is hesitancy to give feedback to seniors and colleagues. Thirdly, there is anxiety associated with reports being linked to performance appraisals and the lack of follow up or action after the feedback reports have been generated.
This brings us to the question, as to how is a 360 deg process rolled out. Often 360 degree feedback is not undertaken as the pen-paper exercise is elaborate, time consuming and extremely complex in terms of managing data and also because of confidentiality issues involved. The other alternative which has now emerged and often deployed is IT enabled multi rater feedback processes.
Though there are number of tools and packages that are available for commercial use for this purpose, they often do not provision for the following
a) Wide range of questionnaires and databanks with competencies and elements from which the trainer/coach can choose and even customize to suit their specific requirements
b) Context specific elements change leadership is vastly different from say, servant leadership and ability to map each of these requires a different set of questions.
c) A easy to use interface which allows for grouping of individuals who are to rate a given person
d) Easy to understand, yet comprehensive reports which can be customized based on need a training program need is different from that for PMS or that for a coaching session
e) Last but not the least, a good indicative development road map, which will enable the individual to develop
A 360 degree feedback tool packaged along the above lines, would be an attractive proposition for a trainer/coach and organizations and used strategically can reap rich dividends for employees and in the long run the organizations too.
