Clarity in objectives for conducting the 360° feedback exercise and its proper communication to the employees is the first major challenge. Whether the objective should be to appraise the performance in terms of tangible result, KRA general performance or it should be used for developmental purposes.

Most of the people in HRM have agreed that 360° feedback should be used currently for developmental purposes only and not be linked with appraisal of performance. The moment of 360* feedback is linked to reward and recognition or for administrative purposes, the atmosphere is vitiated. "You pump mine, I pump yours", situation can be created. Chances are that you will get a biased picture if you use it for administrative purpose. Therefore, the issues to be covered in 360° feedback should also be the basic issues like Personal Leadership, Managerial Effectiveness, Behavioral Traits, etc., which indirectly contribute team strength but at the same time are fundamental.

Therefore, the message must be properly communicated throughout the organisation that the objective of 360° feedback is to develop people and there is no other consideration. Trust has to be built across the company.

Major Objectives for which 360° feed back should be conducted

• To provide the assessee perception of the peers, juniors & the seniors and compare them with self.
• Provide opportunity to others to express unexpressed opinions.
• Bringing out improvement in a calculated direction.
• Gradually move towards leadership excellence.
• Plan developmental exercises based on data and measure the worth of time, money spent on developmental exercises by the company.
• To make HR activities member friendly.

S K SHAHI

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