Using 360 to compare people is not the aim of 360. It brings judgement and comparison into what should be an objective feedback activity about one...
Asking a rater in a 360 review to comment on what the participant 'should' do, can be a deadly mistake in your 360 programme.
Hijacking 360 data for use in purposes other than that communicated with your people, may cause the entire 360 process to become dead in the water
360 degree feedback has a much broader role to play in talent management than simply supporting development as it can also assess readiness for...
360 can give great results but by referring to the assessments as 360 degree feedback questionnaires may downplay their value .