360 Feedback Orientation Template

Your Company Name Here

360 Degree Feedback Process

Rater Orientation

360º Feedback

The TEAM ApproachThe TEAM Approach®®

1. Review 360 Degree Feedback Process

2. Explain Survey Software

3. Discuss Your Role as a Respondent

a. Using the two scales

b. Writing effective comments

4. Show the End Result

Orientation AgendaOrientation AgendaOrientation AgendaOrientation Agenda

360º Feedback

The TEAM ApproachThe TEAM Approach®®

"A high or low score didn't predict a scientist's ability to invent Teflon, but what the feedback did was really improve the ability of people to work in teams. Their regard for others, and behaviors that were damaging and self-centered, are what changed."

William J. Miller Research

Supervisor, DuPont

The Goal of a Feedback ProcessThe Goal of a Feedback Process

Review of the 360 Degree

Feedback Process

1

360º Feedback

The TEAM ApproachThe TEAM Approach®®

Purpose:Purpose:

Reinforcing skills/behaviors that are key to individual success and to the organization as a whole

Using behavior-based competencies to provide a common language for development

Strengthening Development by:Strengthening Development by:

360º Feedback

The TEAM ApproachThe TEAM Approach®®

Team Leader Skill Set

• Leading by Example

• Encouraging Innovation

• Innovative Problem Solving

• Decision Making• Delegating• Observing

• Listening• Teambuilding• Resolving Conflict

• Performance Coaching

• Performance Management

360º Feedback

The TEAM ApproachThe TEAM Approach®®

What is Feedback?What is Feedback?

Communication

of information

about behavior or performance

in a way that enables

receivers to use it to their

advantage and benefit.

360º Feedback

The TEAM ApproachThe TEAM Approach®®

360 Degree Feedback360 Degree Feedback

Supervisor

Peers

DirectReports

TeamMembers

Internal/ExternalCustomers

Employee“Self”

360º Feedback

The TEAM ApproachThe TEAM Approach®®

360 Degree Feedback 360 Degree Feedback ProcessProcess

Focuses on team leader skills

Maintains anonymity of ratings

Uses outside consultant for processing

Provides user-friendly tools

Provides a development approach

Features

360º Feedback

The TEAM ApproachThe TEAM Approach®®

360 Degree Feedback Process360 Degree Feedback Process

Identify Respondents(Nomination

List)

Gather Feedback Data

(Feedback Survey)

Receive and Interpret Feedback(Report and Coaching Session)

Develop and Implement Action

Plan(IDP)

Feedback Cycle

Feedback Survey

Software

20/20 Insight Web Response

2

360º Feedback

The TEAM ApproachThe TEAM Approach®®

360 Degree Feedback 360 Degree Feedback SurveySurvey

How you will assess . . . Go to 20/20 Insight web site with

customized instructions user id password

This enables you to assess each person on all competencies and behaviors

Effectiveness Importance Comments

Data is then transmitted to The TEAM Approach for confidential processing

360º Feedback

The TEAM ApproachThe TEAM Approach®®

360º Feedback

The TEAM ApproachThe TEAM Approach®®

360º Feedback

The TEAM ApproachThe TEAM Approach®®

360º Feedback

The TEAM ApproachThe TEAM Approach®®

360º Feedback

The TEAM ApproachThe TEAM Approach®®

360º Feedback

The TEAM ApproachThe TEAM Approach®®

360º Feedback

The TEAM ApproachThe TEAM Approach®®

1 2 3 4 5 6N

MinimallyEffective

ModeratelyEffective

HighlyEffective

Not Observed/Not Applicable

For each behavior consider...• How well do you think the person

demonstrates this skill/behavior?• To what extent do you think the person

has a need to develop this behavior?

How effective is this person in….

Using the Effectiveness Using the Effectiveness ScaleScale

360º Feedback

The TEAM ApproachThe TEAM Approach®®

MinimallyImportant

ModeratelyImportant

HighlyImportant

For each behavior consider...• How important is this behavior to the

person’s successful performance of his/her duties?

• How important is this behavior in creating an effective working relationship with you?

Using the Importance Using the Importance ScaleScale

How important is this behavior to success?

1 2 3 4 5 6N

360º Feedback

The TEAM ApproachThe TEAM Approach®®

1. Similar-to-Me / Not-Like-MeTendency to up-grade rating of people like you, and down-grade the rating of people who differ

2. Not Enough InformationPredicting ratings when the behavior has not been observed

Common Rater Common Rater PitfallsPitfalls

360º Feedback

The TEAM ApproachThe TEAM Approach®®

3. Differences in Rater TemperamentBeing overly easy or overly critical Avoiding the extremes

4. “Halo” Effect/“Hoof and Horn” Effect

Making generalizations from one aspect of a person’s performance to all aspects

Common Pitfalls, cont.Common Pitfalls, cont.

360º Feedback

The TEAM ApproachThe TEAM Approach®®

5. RecencyOver-emphasize recent occurrences, either favorable or unfavorable

6. LeniencyReluctance to assign adverse ratings for fear of being confronted or “found out”

Common Pitfalls, Common Pitfalls, cont.cont.

360º Feedback

The TEAM ApproachThe TEAM Approach®®

Quality Feedback Tips

Separate each behavior

Consider trend or pattern over several months

Don’t assess someone when you are tired, stressed or angry

Consider the entire scale when assessing

Use “not observed/not applicable” when appropriate

Strive to give a balanced assessment . . .

Writing Effective Comments

3

360º Feedback

The TEAM ApproachThe TEAM Approach®®

Providing Helpful, Honest Providing Helpful, Honest CommentsComments

Phrase comment so that participant will know whether to start, stop or continue

Recommend specific actions

Comments will be attached to the specific behavior and will be verbatim

This person should start, stop or continue:“Start . . .”“Stop . . .”“Continue . . .”

360º Feedback

The TEAM ApproachThe TEAM Approach®®

Guidelines for giving Guidelines for giving feedbackfeedback

- “When you disrupted the meeting”

- “people felt uncomfortable”

- “as a result, they stopped contributing”

- “Please consider the effect of your comments on others”

Behavior

Outcome

Consequences

Actions

Feedback Model

360º Feedback

The TEAM ApproachThe TEAM Approach®®

Inappropriate or Ineffective Inappropriate or Ineffective CommentsComments

o “You never think of anyone but yourself”

o “You’re too high-strung and negative”

o “You have a bad attitude”

o “You’ve been a big disappointment in this area”

360º Feedback

The TEAM ApproachThe TEAM Approach®®

Appropriate and Effective Appropriate and Effective CommentsComments

• Positive: “Whenever I need to discuss a key project with you, you always take time to talk with me about it. Your input makes a big difference in the quality of my work, and I hope you’ll continue to make time available for me.”

• Constructive: “Sometimes when you’re pushed with a deadline and I enter your office, the look on your face says I’m bothering you. I tend to back off at that point. Please let me know when you don’t want to be interrupted.”

360º Feedback

The TEAM ApproachThe TEAM Approach®®

Feedback ExerciseFeedback Exercise

Practice Writing Effective Comments

360º Feedback

The TEAM ApproachThe TEAM Approach®®

Guidelines for giving Guidelines for giving feedbackfeedback

Behavior

Outcome

Consequences

Actions

Feedback Model

1. For the past twomonths, this person hasbeen coming in early andstaying late to help yourgroup meet a deadline fora major project.

360º Feedback

The TEAM ApproachThe TEAM Approach®®

Guidelines for giving Guidelines for giving feedbackfeedback

Behavior

Outcome

Consequences

Actions

Feedback Model

2. You have noticed thatthis person has beenimpersonal and somewhatrude when answering thephone. You are concernedthat your office will get abad reputation.

Receiving the Feedback

4

360º Feedback

The TEAM ApproachThe TEAM Approach®®

Computer-generated report designed to display overall feedback data

Compares Importance and Effectiveness scores of each of the items

Provides averages on each competency for each respondent group

Provides written, verbatim comments from respondents

Provides comments from two open-ended summary questions

Feedback Feedback ReportReport

360º Feedback

The TEAM ApproachThe TEAM Approach®®

360º Feedback

The TEAM ApproachThe TEAM Approach®®

Development Development PlanningPlanning

Based on the feedback report, the subject will be able to . . .

1. Identify development priorities and strengths

2. Create a development plan

3. Take action to implement development plan

4. Review progress against plan

Assessment Timeline/

Information

5

360º Feedback

The TEAM ApproachThe TEAM Approach®®

OrientRaters

OrientRaters

CompleteSurveys

Deadline

CompleteSurveys

Deadline

DistributeFeedback

Reports

DistributeFeedback

Reports

IDPSession For

Subjects

IDPSession For

Subjects

Project TimelineProject Timeline

NominateFeedback Providers

Due:

Develop Action Plan

Ongoing

OrientSubjects

360º Feedback

The TEAM ApproachThe TEAM Approach®®

Have a question, comment or concern? Call:

Your Name Here

Survey Team 800/864-4911

360º Feedback

The TEAM ApproachThe TEAM Approach®®

Subject Orientation

• Selecting raters

• Using the web site

360º Feedback

The TEAM ApproachThe TEAM Approach®®

Select Direct Reports—include support staff, assistant supervisors, as appropriateWork Group Members—may not be formal direct reportsThose who know your work bestIndividuals whose input you valueStaff who have recent work exposure

Avoid thoseWho only reflect your circle of friendsWho extend more than two levels upWith a low “familiarity weighting”

Tips for Nominating RatersTips for Nominating Raters

360º Feedback

The TEAM ApproachThe TEAM Approach®®

Email Link to Web

360º Feedback

The TEAM ApproachThe TEAM Approach®®

360º Feedback

The TEAM ApproachThe TEAM Approach®®

360º Feedback

The TEAM ApproachThe TEAM Approach®®

360º Feedback

The TEAM ApproachThe TEAM Approach®®