Ask the expert: Keeping it confidential

Q. A consultant has convinced my boss that we should start doing 360-degree feedback for our performance reviews. He says they are much better for our development.

I feel uncomfortable giving feedback that way. I know they are supposed to be confidential, but I always feel as if the way I write could possibly be identified. There are also some areas that I wouldn't have a clue how to score for other people.

A. In smaller organisations it can be difficult to assure confidentiality of comments, but numerical ratings are usually difficult to pinpoint, unless there is one person who rates differently than all others. However, if raters do not feel that their feedback is confidential, they are less likely to be honest and accurate, the opposite of the result your boss is trying to achieve.

Research suggests that the effective use of 360 degree feedback for either development or appraisal purposes depends on being able to create an environment that respects the individual's need for privacy. When privacy is compromised, raters may fear retribution for honesty and just make polite comments and ratings. This can be particularly problematic in trying to gain insights into ineffective or abusive management, as fear may restrict the candidness of respondent answers.

Others, as you point out, may not know enough about specified behaviours to report fully or rate accurately. In this case, most rating systems include safeguards for these problems in the initial selection of raters, and response options that include "unable to assess" or "not sure".

If you have concerns, try to discuss them with your boss and perhaps with the person advocating the system. They may be able to show you the safeguards in the system to preserve anonymity, and be able to reduce your well-founded concerns.