How do I know if my organisation is ready to conduct 360 degree feedback?
Not all organisations are “ready” to utilize 360 degree feedback systems or the time it is introduced is not optimum to ensure success. For example, it is not recommended to introduce a 360 degree feedback process in the middle of a very large organisational change (e.g., merger or acquisition). 360 degree feedback systems should be piloted by a willing stakeholder or group that is open to giving and receiving feedback. Often, the use of feedback between one’s manager and employee only is a wonderful way to softly introduce the benefits of 360 degree feedback to the organisation. Finally, 360 degree feedback processes should be used to solve real business needs — in this way it is introduced as a solution to improving leadership effectiveness or team building.
