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360 Degree Feedback
Copyright - ManagementStudyGuide.com
Course Objectives
•

Explain What is 360 Degree Feedback

•

Describe the History of 360 Degree Feedback

•

Explain the Uses of 360 Degree Feedback

•

List the Advantages 360 Degree Feedback

•

List the Disadvantages of 360 Degree Feedback

•

Describe What is an Effective 360 Degree Feedback Appraisal

•

Describe the Components of 360 Degree Feedback

•

Explain the Process of 360 Degree Feedback

•

Describe the Problems of 360 Degree Feedback Appraisal

•

Describe the Sources of Errors in Performance Appraisals

•

Explain the Development Options after Feedback

•

Copyright - ManagementStudyGuide.com
Explain What is 720 Degree Feedback
Introduction
Look at a dialog between two colleagues of an organization after the performance
appraisals are over.
I think our supervisor is
biased against me.

David

So, didn’t you discuss
with him in the
feedback interview?

I have performed very well throughout the
year, yet he has not given me the correct
rating. He rated me as ‘satisfactory’.

Why do you
think that?

Kyle

I did but I am not
satisfied with his
explanation.

David

Yes, he does
tend to underrate people he
doesn’t like.

Copyright - ManagementStudyGuide.com

Kyle

David

Kyle

Kyle

I wish the rating was done
by many people who know
me and my work, apart
from our supervisor.

David
Introduction
Look at a dialog between two colleagues of an organization after the performance
appraisals are over.
I think our supervisor is
biased against me.

I have performed very well throughout the
Why do you
year, yet he has not given me the correct
think that?
Such problems may arise in manyrated me as ‘satisfactory’.
rating. He

organizations where the performance
appraisals are done by single individuals
like the supervisor. To overcome such
problems, a system known as the 360
degree feedback is used.
David

So, didn’t you discuss
with him in the
feedback interview?

Kyle

I did but I am not
satisfied with his
explanation.

David

Yes, he does
tend to underrate people he
doesn’t like.

Kyle

I wish the rating was done
by many people who know
me and my work, apart
from our supervisor.

Let us learn about performance
appraisals, the feedback process and
360 degree feedback in detail.
Copyright - ManagementStudyGuide.com

Kyle

David

Kyle

David
What is Performance Appraisal?
Performance Appraisal (PA) is the process that is
used to evaluate the personality, performance and
potential of the employees of an organization.

It is a process of evaluating and communicating to
an employee how he or she is performing the job
and establishing a plan for improvement.

Hence, it is a system of review and evaluation of job
performance to assess accomplishments and to
evolve plans for development.
Copyright - ManagementStudyGuide.com
What is 360 Degree Feedback?

360-degree feedback is an appraisal or assessment process
used to improve managerial effectiveness by providing the
manager with a more complete assessment of the employee’s
effectiveness, his performance and development needs.
360 degree feedback is also known as Multi-rater feedback,
Multi-source feedback, Full-circle appraisal or Group
performance review.
Copyright - ManagementStudyGuide.com
History of 360 Degree Feedback
Contemporary 360-degree methods have roots as early as
the 1940s. However, the exact details of the start of the
technique are not very clear.
Most scholars agree that 360-degree performance appraisal
has historical roots within a military context. During the
1950s and 1960s, the multi-rater trend continued in the
United States within the Military service academies.
At the United States Naval Academy at Annapolis, the
midshipmen used a multi-source process called “peer grease”
to evaluate the leadership skills of their classmates.
During the 1960s and 1970s, in the corporate world,
organizations like Bank of America, United Airlines, Bell Labs,
Disney, Federal Express, Nestle, and RCA experimented with
multi-source feedback in a variety of measurement
situations.
Copyright - ManagementStudyGuide.com
Multi-Rater Assessment or 360 Degree Feedback

This method employs a multi-source feedback
method which provides a comprehensive
perspective of employee performance by
utilizing feedback from the full circle of people
with whom the employee interacts:
supervisors, subordinates and co-workers.

Copyright - ManagementStudyGuide.com
Who Should Do the Appraising?
A few of the suitable people who can carry out the appraisals are as follows:
Immediate
supervisor

Subordinates

Peers

360-Degree
Feedback

Self-ratings

Rating
committees

Copyright - ManagementStudyGuide.com
All of the above listed people should carry out the appraisal.
Uses of 360 Degree Feedback
There are several uses of the 360 degree feedback system, such as for:

Self-development and individual counseling
Part of ‘organized’ training and development
Team building
Performance management
5

Strategic or organization development

6

Validation of training and other initiatives

7

Copyright - ManagementStudyGuide.com
Advantages for Employee
The following are the advantages of using 360 degree feedback system from the
employee’s perspective:

•

•

•

•

It serves as a method
It is an honest
It provides
It helps employees
It provides
of collecting
assessment as
confidential input
in seeing
information which
information from as viewed by a variety
from many
themselves as
neither employee
many sources in an
of constituents.
people of how an
others see them. nor his/her superior
employee’s
employee fares in
may be aware of.
environment.
his job.
Copyright - ManagementStudyGuide.com
Advantages for Organization
The following are the advantages of using 360 degree feedback system from the
organization’s perspective:

Copyright - ManagementStudyGuide.com
Traditional Feedback vs. 360 Degree Feedback
Traditional Feedback

360 Degree Feedback

Supervisor

Me
Skip - Level
Reportees

Others

ME
Direct
Reportees

ME

External
Customers
Copyright - ManagementStudyGuide.com

Supervisor

Internal
Customers
Co-workers
Considerations before Implementing
There are various
considerations that
a company should
take into account
before deciding to
implement the 360
degree feedback
system in its
organization.

If the
organization is
not completely
sure, then it may
not be ready for
360-degree
evaluations.
Copyright - ManagementStudyGuide.com

It is important that
the organization
should have a
positive response
towards all the
considerations listed
below.
Why 360 Degree Appraisal Programs Fail?
The 360 degree feedback
would fail if it does not get
the dedicated commitment
of top management and the
HR, resources (time,
financial resources etc),
planned implementation
and follow up.

Copyright - ManagementStudyGuide.com
Components of 360 Degree Feedback

Self appraisal
Superior’s appraisal

Subordinate’s appraisal
Peer appraisal

Subordinate’s Appraisal
Subordinate’s appraisal gives a chance to
judge the employee on the parameters like
communication and motivating abilities,
superior’s ability to delegate the work,
leadership qualities etc.

Copyright - ManagementStudyGuide.com
Measurement Parameters
360 degree feedback system appraises the employee and evaluates the
employee on various measurement parameters such as:

Managing and
Leading Change

Personal
Brand

Commercial
Awareness

Coaching and
Developing Others

Building
Relationships

Strategic
Thinking

Developing the
Organization

Managing
Performance
Copyright - ManagementStudyGuide.com

Business Skills
Feedback Questions

What elements
of your job do
you find most
difficult?

What do you consider to
be your most important
achievements of the
past year?

What do you
like and dislike
about working
for this
organization?

Has the past
year been
good/bad/satisf
actory or
otherwise for
you, and why?

What elements
of your job
interest you the
most, and least?

What do you
consider to be
your most
important tasks
in the next
year?

What action could be taken
to improve your
performance in your
current position by you,
and your boss?

What kind of
work or job
would you like
to be doing in
one/two/five
years time?

Copyright - ManagementStudyGuide.com

What sort of
training/experien
ce would benefit
you in the next
year?
Performance Evaluation Ratings

•
•
•

Does Not Meet
Expectations

Needs
Improvement

Meets
Expectations

Outstanding

•

Performance evaluation ratings reflect the decision by your appraiser’s pertaining to the
results you produced over the review period.
Appraiser’s will rate each performance expectation/goal and Competency using anchors
listed below:

Exceeds
Expectations

•

If the employee is assessed as Does Not Meet Expectations or Needs Improvement for a
performance expectation or significant Competency, the supervisor should implement a
Work Improvement Plan.
The Work Improvement Plan is an explicit action plan designed to correct performance
deficiencies within a specified time period.
Let’s look at each in detail. Copyright - ManagementStudyGuide.com
The Appraisers
• Self

About
Contribution

Precautions

Self-ratings are particularly useful if the entire cycle of performance management
involves the employee in a self-assessment. A key factor of self-assessment is the
developmental needs of the employee.

Most employees feel that self-ratings contribute “to a great or very great extent” to
fair and well-rounded Performance Appraisal.
Self-appraisals are particularly valuable in situations where the supervisor cannot
readily observe the work behaviors and task outcomes.

Copyright - ManagementStudyGuide.com
The Appraisers
• Self

About
Contribution

Precautions

•

It has been found in researches that there is a low correlation between selfratings and all other sources of ratings, particularly supervisor ratings. The selfratings tend to be consistently higher. This discrepancy can lead to
defensiveness and alienation if supervisors do not use good feedback skills.

•

Sometimes self-ratings can be lower than others’. In such situations,
employees tend to be self-demeaning and may feel intimidated and “put on
the spot.”

•

Self-ratings should focus on the appraisal of performance elements, not on the
summary level determination. A range of rating sources, including the self
assessments, helps to “round out” the information for the summary rating.

Copyright - ManagementStudyGuide.com
Appraisal/Feedback Interview
Depending upon the type of appraisal of the employee, there are three types
of appraisal interview scenario that can arise such as:
Performance is satisfactory; employee
is promotable

Performance is
Performance is
unsatisfactory, but
satisfactory; employee is
Copyright - ManagementStudyGuide.com correctable
not promotable
Appraisal/Feedback Interview
There are a few key points that a manager or appraiser should keep in mind
for conducting an appraisal Interview, such as:

He should
encourage the
employee to talk as
well.

Copyright - ManagementStudyGuide.com
Information/Results Obtained
There are several areas about which information is gathered from using the
360 degree feedback system for appraising an employee. Some such areas are
as shown in the image given below.

Expected Results
A.
Development Areas

B.
Strengths

C.
Discrepancies

D.
Hidden Strengths

Unexpected Results
Copyright - ManagementStudyGuide.com
Strategies for Success in 360 Degree Feedback
Explain what it is, what
it does, how it’s used,
and its' benefits to all
concerned, continually

Provide
information on
its purpose and
process to
assessors

Disconnect it from any
compensation
decisions (raises,
bonuses, etc.) - make it
developmental

Appraisers and
employees should
know the instrument
they are using
thoroughly

Conduct
structured
feedback
workshops for
feedback
recipients
Copyright - ManagementStudyGuide.com

Don't force it on
people
What is 720 Degree Feedback?

•

•

In traditional 360 degree
feedback, the raters include:
o Superior
o Peers – immediate &
functional colleagues
o Subordinates/Direct reporters
o Internal customers
In a 540 degree appraisal we add
more external customers and
suppliers. Whereas, in a 720
degree would we also take the
feedback from external sources
such as stakeholders, family,
suppliers, communities.
Copyright - ManagementStudyGuide.com
ManagementStudyGuide.com
This is a DEMO Course On – 360
Degree Feedback.
Register Today and Get Access to 5
FREE Courses.
What Do you Get:
1. View All Courses Online.
2. Download Powerpoint
Presentation for Each Course.
3. Do the Knowledge Checks for
Each Course.
Copyright - ManagementStudyGuide.com

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360 Degree Feedback PPT

  • 1. 360 Degree Feedback Copyright - ManagementStudyGuide.com
  • 2. Course Objectives • Explain What is 360 Degree Feedback • Describe the History of 360 Degree Feedback • Explain the Uses of 360 Degree Feedback • List the Advantages 360 Degree Feedback • List the Disadvantages of 360 Degree Feedback • Describe What is an Effective 360 Degree Feedback Appraisal • Describe the Components of 360 Degree Feedback • Explain the Process of 360 Degree Feedback • Describe the Problems of 360 Degree Feedback Appraisal • Describe the Sources of Errors in Performance Appraisals • Explain the Development Options after Feedback • Copyright - ManagementStudyGuide.com Explain What is 720 Degree Feedback
  • 3. Introduction Look at a dialog between two colleagues of an organization after the performance appraisals are over. I think our supervisor is biased against me. David So, didn’t you discuss with him in the feedback interview? I have performed very well throughout the year, yet he has not given me the correct rating. He rated me as ‘satisfactory’. Why do you think that? Kyle I did but I am not satisfied with his explanation. David Yes, he does tend to underrate people he doesn’t like. Copyright - ManagementStudyGuide.com Kyle David Kyle Kyle I wish the rating was done by many people who know me and my work, apart from our supervisor. David
  • 4. Introduction Look at a dialog between two colleagues of an organization after the performance appraisals are over. I think our supervisor is biased against me. I have performed very well throughout the Why do you year, yet he has not given me the correct think that? Such problems may arise in manyrated me as ‘satisfactory’. rating. He organizations where the performance appraisals are done by single individuals like the supervisor. To overcome such problems, a system known as the 360 degree feedback is used. David So, didn’t you discuss with him in the feedback interview? Kyle I did but I am not satisfied with his explanation. David Yes, he does tend to underrate people he doesn’t like. Kyle I wish the rating was done by many people who know me and my work, apart from our supervisor. Let us learn about performance appraisals, the feedback process and 360 degree feedback in detail. Copyright - ManagementStudyGuide.com Kyle David Kyle David
  • 5. What is Performance Appraisal? Performance Appraisal (PA) is the process that is used to evaluate the personality, performance and potential of the employees of an organization. It is a process of evaluating and communicating to an employee how he or she is performing the job and establishing a plan for improvement. Hence, it is a system of review and evaluation of job performance to assess accomplishments and to evolve plans for development. Copyright - ManagementStudyGuide.com
  • 6. What is 360 Degree Feedback? 360-degree feedback is an appraisal or assessment process used to improve managerial effectiveness by providing the manager with a more complete assessment of the employee’s effectiveness, his performance and development needs. 360 degree feedback is also known as Multi-rater feedback, Multi-source feedback, Full-circle appraisal or Group performance review. Copyright - ManagementStudyGuide.com
  • 7. History of 360 Degree Feedback Contemporary 360-degree methods have roots as early as the 1940s. However, the exact details of the start of the technique are not very clear. Most scholars agree that 360-degree performance appraisal has historical roots within a military context. During the 1950s and 1960s, the multi-rater trend continued in the United States within the Military service academies. At the United States Naval Academy at Annapolis, the midshipmen used a multi-source process called “peer grease” to evaluate the leadership skills of their classmates. During the 1960s and 1970s, in the corporate world, organizations like Bank of America, United Airlines, Bell Labs, Disney, Federal Express, Nestle, and RCA experimented with multi-source feedback in a variety of measurement situations. Copyright - ManagementStudyGuide.com
  • 8. Multi-Rater Assessment or 360 Degree Feedback This method employs a multi-source feedback method which provides a comprehensive perspective of employee performance by utilizing feedback from the full circle of people with whom the employee interacts: supervisors, subordinates and co-workers. Copyright - ManagementStudyGuide.com
  • 9. Who Should Do the Appraising? A few of the suitable people who can carry out the appraisals are as follows: Immediate supervisor Subordinates Peers 360-Degree Feedback Self-ratings Rating committees Copyright - ManagementStudyGuide.com All of the above listed people should carry out the appraisal.
  • 10. Uses of 360 Degree Feedback There are several uses of the 360 degree feedback system, such as for: Self-development and individual counseling Part of ‘organized’ training and development Team building Performance management 5 Strategic or organization development 6 Validation of training and other initiatives 7 Copyright - ManagementStudyGuide.com
  • 11. Advantages for Employee The following are the advantages of using 360 degree feedback system from the employee’s perspective: • • • • It serves as a method It is an honest It provides It helps employees It provides of collecting assessment as confidential input in seeing information which information from as viewed by a variety from many themselves as neither employee many sources in an of constituents. people of how an others see them. nor his/her superior employee’s employee fares in may be aware of. environment. his job. Copyright - ManagementStudyGuide.com
  • 12. Advantages for Organization The following are the advantages of using 360 degree feedback system from the organization’s perspective: Copyright - ManagementStudyGuide.com
  • 13. Traditional Feedback vs. 360 Degree Feedback Traditional Feedback 360 Degree Feedback Supervisor Me Skip - Level Reportees Others ME Direct Reportees ME External Customers Copyright - ManagementStudyGuide.com Supervisor Internal Customers Co-workers
  • 14. Considerations before Implementing There are various considerations that a company should take into account before deciding to implement the 360 degree feedback system in its organization. If the organization is not completely sure, then it may not be ready for 360-degree evaluations. Copyright - ManagementStudyGuide.com It is important that the organization should have a positive response towards all the considerations listed below.
  • 15. Why 360 Degree Appraisal Programs Fail? The 360 degree feedback would fail if it does not get the dedicated commitment of top management and the HR, resources (time, financial resources etc), planned implementation and follow up. Copyright - ManagementStudyGuide.com
  • 16. Components of 360 Degree Feedback Self appraisal Superior’s appraisal Subordinate’s appraisal Peer appraisal Subordinate’s Appraisal Subordinate’s appraisal gives a chance to judge the employee on the parameters like communication and motivating abilities, superior’s ability to delegate the work, leadership qualities etc. Copyright - ManagementStudyGuide.com
  • 17. Measurement Parameters 360 degree feedback system appraises the employee and evaluates the employee on various measurement parameters such as: Managing and Leading Change Personal Brand Commercial Awareness Coaching and Developing Others Building Relationships Strategic Thinking Developing the Organization Managing Performance Copyright - ManagementStudyGuide.com Business Skills
  • 18. Feedback Questions What elements of your job do you find most difficult? What do you consider to be your most important achievements of the past year? What do you like and dislike about working for this organization? Has the past year been good/bad/satisf actory or otherwise for you, and why? What elements of your job interest you the most, and least? What do you consider to be your most important tasks in the next year? What action could be taken to improve your performance in your current position by you, and your boss? What kind of work or job would you like to be doing in one/two/five years time? Copyright - ManagementStudyGuide.com What sort of training/experien ce would benefit you in the next year?
  • 19. Performance Evaluation Ratings • • • Does Not Meet Expectations Needs Improvement Meets Expectations Outstanding • Performance evaluation ratings reflect the decision by your appraiser’s pertaining to the results you produced over the review period. Appraiser’s will rate each performance expectation/goal and Competency using anchors listed below: Exceeds Expectations • If the employee is assessed as Does Not Meet Expectations or Needs Improvement for a performance expectation or significant Competency, the supervisor should implement a Work Improvement Plan. The Work Improvement Plan is an explicit action plan designed to correct performance deficiencies within a specified time period. Let’s look at each in detail. Copyright - ManagementStudyGuide.com
  • 20. The Appraisers • Self About Contribution Precautions Self-ratings are particularly useful if the entire cycle of performance management involves the employee in a self-assessment. A key factor of self-assessment is the developmental needs of the employee. Most employees feel that self-ratings contribute “to a great or very great extent” to fair and well-rounded Performance Appraisal. Self-appraisals are particularly valuable in situations where the supervisor cannot readily observe the work behaviors and task outcomes. Copyright - ManagementStudyGuide.com
  • 21. The Appraisers • Self About Contribution Precautions • It has been found in researches that there is a low correlation between selfratings and all other sources of ratings, particularly supervisor ratings. The selfratings tend to be consistently higher. This discrepancy can lead to defensiveness and alienation if supervisors do not use good feedback skills. • Sometimes self-ratings can be lower than others’. In such situations, employees tend to be self-demeaning and may feel intimidated and “put on the spot.” • Self-ratings should focus on the appraisal of performance elements, not on the summary level determination. A range of rating sources, including the self assessments, helps to “round out” the information for the summary rating. Copyright - ManagementStudyGuide.com
  • 22. Appraisal/Feedback Interview Depending upon the type of appraisal of the employee, there are three types of appraisal interview scenario that can arise such as: Performance is satisfactory; employee is promotable Performance is Performance is unsatisfactory, but satisfactory; employee is Copyright - ManagementStudyGuide.com correctable not promotable
  • 23. Appraisal/Feedback Interview There are a few key points that a manager or appraiser should keep in mind for conducting an appraisal Interview, such as: He should encourage the employee to talk as well. Copyright - ManagementStudyGuide.com
  • 24. Information/Results Obtained There are several areas about which information is gathered from using the 360 degree feedback system for appraising an employee. Some such areas are as shown in the image given below. Expected Results A. Development Areas B. Strengths C. Discrepancies D. Hidden Strengths Unexpected Results Copyright - ManagementStudyGuide.com
  • 25. Strategies for Success in 360 Degree Feedback Explain what it is, what it does, how it’s used, and its' benefits to all concerned, continually Provide information on its purpose and process to assessors Disconnect it from any compensation decisions (raises, bonuses, etc.) - make it developmental Appraisers and employees should know the instrument they are using thoroughly Conduct structured feedback workshops for feedback recipients Copyright - ManagementStudyGuide.com Don't force it on people
  • 26. What is 720 Degree Feedback? • • In traditional 360 degree feedback, the raters include: o Superior o Peers – immediate & functional colleagues o Subordinates/Direct reporters o Internal customers In a 540 degree appraisal we add more external customers and suppliers. Whereas, in a 720 degree would we also take the feedback from external sources such as stakeholders, family, suppliers, communities. Copyright - ManagementStudyGuide.com
  • 27. ManagementStudyGuide.com This is a DEMO Course On – 360 Degree Feedback. Register Today and Get Access to 5 FREE Courses. What Do you Get: 1. View All Courses Online. 2. Download Powerpoint Presentation for Each Course. 3. Do the Knowledge Checks for Each Course. Copyright - ManagementStudyGuide.com