Here is a recent blog post I came across recently which lambasts a few management practices, one of these being 360 degree feedback processes.

As with many articles of this nature, I often find myself agreeing with some of what is said; poorly executed management practices, such as a badly implemented 360 degree appraisal process, can do more harm than good - so if people have a 'bad experience', it can colour their view about such practices permanently.

However, as with most things in life, this isn't a 'black & white' situation, and despite their being poor practice in evidence, there is also (certainly in our own experience) very good practice around which suggests that there is a danger of throwing the proverbial 'baby out with the bathwater' as one looks to kick against bad practice.

360 degree feedback should complement the whole myriad of management practices, tools and processes out there - it isn't a complete substitute for open, honest and regular communication between bosses and direct reports, peer to peer, etc,  which should most definitely be encouraged, but it certainly adds value as organisations seek to create this kind of transparent culture which can take time to take root.

John