How Can Multisource Feedback Help In Managing Underperformance?

How Can Multisource Feedback Help In Managing Underperformance?

Brief Overview

Multisource feedback, also known as 360-degree feedback, can be a valuable tool in managing underperformance in organizations. Here are five ways it can help:

  1. Provides a comprehensive view: Multisource feedback gathers input from multiple sources, including supervisors, peers, and subordinates, to provide a well-rounded perspective on an individual’s performance.
  2. Identifies blind spots: By receiving feedback from various sources, employees can uncover blind spots in their performance that they may not have been aware of.
  3. Encourages self-awareness: Multisource feedback can help employees gain a better understanding of their strengths and weaknesses, leading to improved self-awareness.
  4. Facilitates targeted development: With insights from multiple sources, organizations can create targeted development plans to address specific areas of underperformance.
  5. Promotes accountability: Multisource feedback holds employees accountable for their performance by providing feedback from a variety of perspectives.

Frequently Asked Questions

1. How does multisource feedback differ from traditional performance reviews?

Traditional performance reviews typically involve feedback from a single source, such as a supervisor. Multisource feedback, on the other hand, gathers input from multiple sources, providing a more comprehensive view of an individual’s performance.

2. How can multisource feedback help in identifying the root causes of underperformance?

By collecting feedback from various sources, multisource feedback can help pinpoint the specific areas where an individual may be underperforming, allowing organizations to address the root causes effectively.

3. Can multisource feedback be used to address underperformance in teams?

Yes, multisource feedback can be used to assess team performance as well. By gathering feedback from team members, leaders can identify areas where the team may be underperforming and implement strategies for improvement.

4. How should organizations ensure the confidentiality of multisource feedback?

Organizations should establish clear guidelines for the collection and dissemination of multisource feedback to ensure confidentiality. This may include anonymizing feedback and restricting access to only those who need to see it.

5. How often should multisource feedback be collected to manage underperformance effectively?

The frequency of multisource feedback collection may vary depending on the organization’s needs. However, regular feedback sessions can help track progress and address underperformance in a timely manner.

6. Can multisource feedback be used to measure the effectiveness of performance improvement plans?

Yes, multisource feedback can be used to evaluate the impact of performance improvement plans by comparing feedback before and after the implementation of the plan.

7. How can organizations ensure that employees are receptive to multisource feedback?

Organizations can promote a culture of feedback and transparency to encourage employees to be receptive to multisource feedback. Providing training on how to give and receive feedback effectively can also help employees embrace the process.


Multisource feedback can be a valuable tool in managing underperformance by providing a comprehensive view of an individual’s performance, identifying blind spots, promoting self-awareness, facilitating targeted development, and promoting accountability.

Start using 360-degree feedback in your organization to gain valuable insights into employee performance and drive overall improvement. Get Started Now!