360 Degree Feedback & Performance Appraisal

What is 360 Degree Feedback ??

360-degree feedback is defined as The systematic collection and feedback of performance data on an individual or group derived from a number of stakeholders in their performance.

STAKEHOLDERS

BOSS

PEERS FEEDBACK ON ME FROM :

TEAM MEMBERS

SELF STAFF

CUSTOMERS

Uses Of 360 PA System

Supervisor:
Accurate assessment - Favoritism Anonymous, Unbiased & Accurate info Provides greater objectivity.

 How the performance is enhancing work

situation??

Helps in revealing Creates greater harmony - better

productivity - identifies strengths & weaknesses

Leads to continuous learning, team

building, self-confidence

Organized training & development:

-things are told before handdistribution

and processing takes place in advance.

-helps understand the needs better and in

more detail.

Team building:

-assess each other on skills such as:

communicating, deliver on promises, planning, listening, maintain relationship.

-the approach promotes individual

development within teams.

Feedback can be gathered before any

team event happens.

Performance management: -reduces anxieties - making it a less special event.

Validation of training & other initiatives: -to identify the performance improvement needs -many organisations have not yet used this to judge the success of an individual, team or organisation.

Used for appraisal:

- focus more on current performance - individual.managers and the latter - past performances

Remuneration

Step 1: The Questionnaire

- Leadership
- Communication - Decision- Making - Expertise
Team Player Organisational Skills Adaptability Vision

Step 2: Ratings
1-2 : Least Skilled 3-4: Not a Strength 5-6: Appropriate Skill 7-8: A Strength Skill 9-10: An Exceptional Skill

Step 3: Data Processing

- Internal : Use of software - External Suppliers
360 Degree Feedback Recognises Achievements
Skill

Open to New Ideas Gives Useful Feedback 0 2 4 Rating 6 8

Step 4 : Feedback
- Individual - Manager - Anonymous ? ? - Culture plays a role

Step 5: Action
Action will depend on the purpose

Development - Individuals Appraisal - Managers Pay - H.R

Development And Implementation Define objectives

Decide on recipients

Decide who will give the feedback

Decide the areas of work and behavior
on which feedback will be given

Decide the method of collecting the data

 Decide data analysis and presentation Plan an initial implementation

programme

Analyse the outcome of the pilot scheme Plan and implement full programme

Monitor and evaluate

ADVANTAGES OF 360-Degree FEEDBACK

Affording a broader perspective than before
Increased awareness and relevance Reliable feedback to senior managers Gaining acceptance Encouraging open feedback

Reinforcing
Rounded view of Performance

Identifying key development areas

Raising Self Awareness Continuous Improvement

Improved Morale
Acceptance Of Results

DISADVANTAGES
No Openness Excessive Stress

Lack Of Action
Overdependence

Too Much Of Bureaucracy

Incapability and Lack Of Skill Of Managers

CRITERIA FOR SUCCESS

Support From Management
Commitment Determination as a tool for Development

Questionnaire reflects all aspects

Fair Follow up process

Transparency