360 DFB - Flaws in Feedback

360-Degree Feedback > Forum Log in

360 DFB - Flaws in Feedback
Murli Ramachandran, Consultant, India

As a CEO and executive coach, I make extensive use of 360 DFB to understand my coachees better. However, in my view, an assessor of any 360 DFB must be alert to two potential flaws in feedback:
- The Stereotype effect (past experiences create a stereotype that cloud current perception)
- The Halo effect (a single or a small set of qualities in which the employee is a 'saint' overshadows all others)
The one way to mitigate these is to dig into details - this is possible if the 360 DFB is conducted as an open ended or face to face process but is limited when administered through a questionnaire.

Flaws in 360 Feedback
Jaap de Jonge, Editor, Netherlands
Certainly Murli, good to mention these here. An immense list of (35) more potential flaws can be found in our Performance Appraisal Forum. Look for the thread called "Checklist of Common Errors in Performance Appraisals". Worth reading!

360 Degree Feedback not Anonymous
Nasser, Manager, United Arab Emirates
It is supposed to be anonymous, but rarely so. The result is that what you get is conditioned responses, hence the data could be flawed.



    Do you wish to study further? You can learn more from the summary, forum, discussions, lessons, courses, training, instructions, expert tips, best practices and education sources. Register.  

Special Interest Group Leader

You here

More on 360-Degree Feedback
Best Practices

Expert Tips


About 12manage | Advertising | Link to us | Privacy | Terms of Service
Copyright 2016 12manage - The Executive Fast Track. V14.1 - Last updated: 25-10-2016. All names tm by their owners.