I am currently looking into the 360 feedback process for staff appraisals. This method has been used in the charity I work for, but I am becoming sceptical about its effectiveness, and I would like to hear the thoughts of other charity professionals.

On the positive side, a staff member can receive feedback from colleagues or others. I’ve found that helpful, although the feedback is dependent on the person providing it—for instance, their own views (personal or professional) and how much of my work they’ve been involved with or exposed to. Fair enough, as a rounded view of my work can be useful.

However, I haven’t really found it beneficial for my professional development. The forms are named and shared with my line manager, and the focus tends to be on what others think (often focusing on negatives), rather than on how the workplace is for me or on my professional development path. In previous roles, annual appraisals were much more focused on performance, targets, and personal/professional growth. Now, it feels as though I’m undergoing an interview to prove I’m doing a good job or whether people like me.

I’ve often noticed that the 360 feedback process is used as a way for line managers to become aware of negative feedback or complaints about staff that cannot otherwise be shared directly with the relevant line manager.

If you have used the 360 feedback process, what do you consider to be the three key pros or cons? This is a genuine question to help me assess whether my scepticism is reasonable or not.

Any tips would be greatly appreciated. Thank you.