It also helps keep the feedback more objective. No clear link between the 360 feedback process and the overall performance development system of the organization. This means defining where the 360 process fits into the overall performance development structure. Lack of an action plan or any follow through based on the 360 feedback provided, so nothing happens with the information. Supervisors and Managers spend more time looking over the actual results of some employee's 360 feedback, rather than spending time in assisting them to develop action plans or creating clearer expectations.
More time needs to be spent in developing effective, actionable items, than in the actual results.