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Welcome to
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A Summary of 360 Degree Feedback Appraisal | by Ms.Indumathi Murthy |
Why
is 360 Degree Feedback Used?
What are the benefits of 3 60 Degree Feedback?
What
are additional names of 360-degree feedback?
What
type of information should be targeted?
How
is 360 different from personality or style assessment?
How
many companies are using 360?
How
often should 360 be rolled out?
How
should confidentiality be ensured?
Is
360-degree feedback ever inappropriate?
| What is 360 Degree
Feedback?
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| 360
Degree Feedback is a method of assessment of individuals
(such as employees). The name "360 degree feedback"
reflects the many directions that information is provided
from using this style of evaluation. You can think of the
person being assessed as being in the middle of a circle,
with their peers responding to the survey from 90
degrees, direct reports from 180 degrees, internal
customers from 270 degrees and supervisors from 360
degrees. 360 degree feedback differs from normal
evaluations in that the feedback comes from many sources,
providing a more balanced evaluation that is usually more
accepted by review subjects as fair and objective. As per
this system, the performance of an employee will be
judged based on comments from not only his superiors but
also his colleagues who are with him as a team and his
subordinates. Such a system of appraisal is complete in
all sense. Such a system of appraisal is complete in all
sense. In this system, one cannot accuse someone of
making it to the higher grade, because he pleased his
boss. |
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| Why is 360 Degree
Feedback Used?
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| 360
Feedback is a method of assessment that can enrich an
organisation's human resources through the identification
of individuals' personal development needs, improved
feedback and teamwork, and better career development. The
end results include improved customer service and a
better "bottom line". When it comes to
evaluating their employees, executives find that accurate
feedback can often be very difficult to get. People tell
them what they think they want to hear, rather than what
they need to hear. This is where 360 degree feedback can
help - because the feedback comes from multiple sources
and comes anonymously, it provides executives with
exactly what they need: frank evaluations. |
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| What are the benefits
of 360 Degree Feedback? |
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Using
360 degree feedback questionnaires can benefit all
parties involved in the process. Some of the key benefits
to stakeholders in the 360 degree feedback process are as
follows:
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What
are additional names of 360-degree feedback?
Unfortunately, there are many names that
refer to the same process, including: 360 feedback, multi-source
feedback, multi-rater feedback, multi-rater assessment, full-circle
appraisal, upward feedback, and peer evaluation - just to name a
few
| What type of
information should be targeted? |
| ·
knowledge - familiarity
with job, industry, company |
| ·
skills - task proficiency |
| ·
behaviors - patterns in relating to the
environment (energy, optimism) |
| ·
NOT personality traits or styles |
How is 360 different from personality or style assessment?
How
many companies are using 360?
According to a recent
survey by Towers Perrin, 8 percent of major companies now utilize
360-degree feedback and 69 percent plan to introduce it in the
next three years
How
often should 360 be rolled out?
Given
that people need time to make changes and then, it takes a little
while before others perceive that change has taken place, we have
found that six month intervals are most appropriate. Six months
allows people to create change and then get feedback on their
progress so that they can develop next-level goals and action
plans. However, some organizations prefer to conduct surveys of
just ten to fifteen questions, focusing on a specific topic, such
as Running Effective Meetings. These mini-360s are done monthly
in conjunction with training on that topic.
How
should confidentiality be ensured?
Confidentiality
is important to both the subject and the respondents. If
the subject is not guaranteed that the results will
remain confidential, they will tend to feel anxiety about
the purpose of the process and the use of the data. If
the respondents are not guaranteed that their names will
not appear on the report or be linked to specific
comments or ratings, then they may not provide accurate
responses and be completely open. To ensure
confidentiality
Select
a neutral administrator (e.g. an external consultant or
human resources representative)
Print
only one report per person
User-names
& passwords should be required to access the survey
and the response data should be encrypted
Is
360-degree feedback ever inappropriate?
Yes, when,
· individuals have not been in their roles long enough to provide valid feedback
· there are not
enough respondents who truly understand the full scope of the
individuals responsibilities
· the group or organization is experiencing or just experienced major change
·there is a high degree of mistrust in the environment
| Author : Ms.Indumathi Murthy |
| Contact : vanistha19@hotmail.com |
| Copyright : Ms.Indumathi Murthy |