Importance of 360 Degree Feedback $ Its Applicability

8/8/2019 Importance of 360 Degree Feedback $ Its Applicability

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P R E S E N T E D B Y

N I D H I S H A R M A

IMPORTANCE OF 360 DEGREEFEEDBACK $ ITS APPLICABILITY


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Description

y Use of rating forms to report frequency of observedbehavior.

y Multiple people in contact with resident act asevaluators.

y Often survey type form.

y Ratings summarized by topic.

y Include goal-setting


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Use for Soft Areas

y More accurate for formative than summative

feedback

y Interpersonal & communication

y

Professional behavior


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Importance and applicability


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Defines corporate competencies

y 360 [degrees] feedback is used, contrasting the results ofself-evaluation against organizational norms illuminatesareas of the business plan that need more attention from

the employee.

y You can truly determine if the results required by thestrategic plan.

y The differences are known, senior management can moreeffectively communicate the skills, knowledge andexperiences necessary to align individual goals withoverall corporate strategy.


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Increases the focus on customer service

y A 360 [degrees] feedback program can reinforcetotal quality management (TQM) and continuousprocess improvement programs.

y The validity of the TQM program is determined bythe extent of positive survey responses.

y Incorporating customer feedback in the evaluationprocess emphasizes the importance of clientexpectations in determining company focus.


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Supports team initiatives

y The traditional approach of relying on feedback froman employee's manger becomes only part of theoverall assessment process.

y More companies have realized that a team-basedculture can be a catalyst for attaining businessobjectives.

y Employees are more inclined to consider factorsbeyond the bosses' expectations when exhibitingbehaviors and striving for results.


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Creates a high-involvement workforce.

y In a highly involved work-force, front-line associates

are given responsibility for taking initiative, makingdecisions, questioning historical routines anddeveloping plans.


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Decreases hierarchies, promotes streamlining

y Corporations continue to use downsizing as a method forbecoming more competitive.

y After downsizing, supervisors and team leaders may seetheir roles evolve, leading to positions with broaderresponsibility and expanded jurisdiction.

y Moving rating responsibilities to a mixed group of

employees reinforces the new corporate structure thatshifts accountability to many. Consequently, multi-levelfeedback promotes the streamlining initiative.


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Detects barriers to success

y The idea that direct reports and peers will havesignificant impact on a supervisor's overallevaluation and organizational future can be truly

intimidating.

y "We think we know how we are viewed by colleaguesand subordinates; however, when we receive the

results, many of us are shocked."


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Assesses developmental needs.

y The primary focus of our process is identifying areaswhere the employee can be more effective in the long

run.

y Feedback received during the process allows for easyassessment of current effectiveness and the need to

develop critical skills.


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Avoids discrimination and bias

y To eliminate evaluation errors may raise employeeconcerns and increase the probability that a

dissatisfied worker will go outside the company forrelief.

y Using multi-rater feedback reduces the potential for

personal bias and thus legal exposure.


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Identifies performance

y The behaviors measured during the assessmentprocess allow individuals to understand their

strengths and weaknesses.

y When the link between organizational values andcurrent behavior is explained, employees can focuson developing approaches that lead to career growth.


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To maximize the potential benefits of 360 [degrees] feedback, a well-formulated plan should be devised. Some issues to consider include the

following:

y How will the new process be communicated to team leaders,managers and employees?

y Should only 360 [degrees] feedback be used or should the

process be combined with other appraisal systems?

y How will staff be trained to use the instrument effectively?

y

Should an outside consultant be used?

y Can a program be purchased off-the-shelf or should theprocess be customized for the organization?


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Disadvantages

y Hardware/software costs

y Lack of validation.

y Potential information overload

y Selection bias

y Discoverability

y Potential for invalid feedback


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THANK YOU

Documents

Importance of 360 Degree Feedback $ Its Applicability