360 Degree Feedback
Learn What is 360 degree feedback, Uses, Objectives, Barriers, Organizational, Individual, Assessing, Development Plan and much more.
What is 360 degree feedback ?
360 degree feedback is a method and a tool that provides each employee the opportunity to receive feedback from his or her supervisor and four to eight peers, reporting staff members, co-workers and customers.
Most 360 degree feedback tools are also responded to by each individual in a self assessment.
Objectives of the 360 Survey:
- Allows each of us to measure our progress in bringing our How We Work Together Principles to life through the perspective of our colleagues and customers.
- A development planning tool for individuals.
- Provides constructive, true and direct feed back from Supervisor , peers, direct reports and customers.
- Confidentiality is secured , as the survey is administered by a third party- Kenexa.
How can we Encourage Participants to provide a quality feedback ? constructive?
- Employees may have trouble receiving feedback.
- Providing feedback is often troublesome for some.
- It’s hard for people to give constructive feedback when they have to.
- People have to have the right mindset and skills to do it well.
- It takes time to internalize.
- Cultural Change,
- One shot event Program
- Not tied organizational values.
- Trust, Confidential, Fear, Technology, Don’t know how to give feedback, Time.
- Observed behaviors
- Easy to administer
- Results for your use
- Multi-rater strategy
Who Should Participate Rater / Ratee ?
People who are chosen as raters, usually choices shared by the organization and employee, generally interact routinely with the person receiving feedback.
This group of individuals is made up of both internal and external customers.
Internal customers may include supervisors, top management, subordinates, co-workers, and representatives from other departments who interact with the Ratee.
External customers may include clients, suppliers, consultants and community officials. Anyone who has useful.
Multi-rater tend to …….
- Have balance.
- Remove bias.
- Be those who know.
- Promote honesty.
- Present fuller picture.
Use of 360 degree Feedback
- Identification of areas of strength and concern
- Comparison to peer group
- Creation of Individual Development Plan (IDP)
- Build Organizational Capital
360 Feedback Packets Include:
- Introductory Letter
- Frequently Asked Questions
- Individual Instructions
- Signature Sheet
- All On-line.
- Requires Access Code.
- After 1st week you are asked to remind participants.
- You are given access codes to handle lost instructions.
- Kenexa to provide a step by step procedural plan.
- Understanding the data (What do the numbers and comparisons mean?)
- Dealing with the information (Am I surprised or does this confirm what I think?)
- Raising new question (Why do others view me this way?)
- Addressing the 360 feedback data (What do I do next?)
Individual Development Plan
- Reflect on result
- Set priorities
- Create action plans and timelines
- Anticipate barriers
- Act on the plan
Presentation and Revision
- Identify Best Practices from Results
- Presentation of Best Practices
- Use data to revise IDP
360 degree Feedback
360 degree appraisals don’t eliminate the sting of criticism:
“Feedback is still hard to take. It’s not always fun.”
360 degree Feedback
Perhaps the single most important key is to provide training to employees on:
* The specific details of the new appraisal process and instrument
* How to give constructive feedback in a productive, no critical manner.
* Learning to receive feedback is just as important as giving feedback.
“What we particularly don’t do enough training on is receiving constructive feedback and having to deal with it”
“Feedback done by a select few is yesterday’s paradigm. In the new paradigm, Feedback becomes the job expectations of everyone.”
Mr. Mohamed Fathy
Sponcerd By: HR Club