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Over the past 15 years, we have encountered a number of 360 degree feedback myths, misconceptions, and misunderstandings. We’ve listed the 5 most common along with the truth for each.

  1. 360 surveys alone create positive change. TRUTH: 360s are a tool. Positive change is a process.
  2. 360-degree feedback data is an accurate reflection of job performance and personal proficiency. TRUTH: 360 surveys can often be restrictive, raters can be inaccurate, and self-evaluations are fraught with biases.
  3. 360-degree feedback surveys are the feedback process. TRUTH: 360 surveys are the beginning of the feedback process.
  4. Self-perceptions are positively correlated with others’ perceptions. TRUTH: Lower-scoring participants are overly confident. Higher-scoring participants are overly critical.
  5. Conducting 360-degree feedback will not impact the individual or organization in a negative way. TRUTH: 360 surveys conducted ineffectively can do more damage than good.

Related Post: 5 Myths of 360 Degree Feedback

Related White Paper: Little Black Book for 360-Degree Feedback

Related Webinar: 360-Degree Feedback Best Practices

Related Post: What is 360-Degree Feedback?

Paul Warner

Paul is a leadership consultant and expert in the field of coaching, assessment, and organization change and development. Paul has a master's degree in industrial-organizational psychology, and a dual Ph.D. in clinical/industrial-organizational psychology. Paul is a widely respected facilitator for executive and management teams, as well as increasing employee engagement.

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