TOPIC:

360 DEGREE FEEDBACK

presented by,Habeeb M Jobin Joshua

INTRODUCTION 360-degree

feedback, also known as multi-rater

feedback, multisource feedback, or multisource assessment. The 360 degree appraisal involves rating of an employee or manager by every one above, alongside and below him .Most probably all MNCs like Infosys, Wipro, Godrej ,Reliance, (G E ,india ) are also using this tool find out truths about their managers.360 feed back is also used to design promotion and reward system in the organisation.

DEGREE FEEDBACK MODEL

MANAGER

PEERS

INDIVIDUAL

CUSTOMERS

DIRECT REPORTS

360"

refers to the 360 degrees in a circle, with an

individual figuratively in the centre of the circle. Feedback is provided by subordinates, peers, and supervisors.

It also includes a self-assessment and, in some cases, feedback from external sources such as customers and suppliers or other interested

stakeholders.

It may be contrasted with "upward feedback," where managers are given feedback by their direct reports, or a "traditional performance appraisal," where the employees are most often reviewed only by their managers. If 360-degree performance reviews are performed, a Human Resources manager should coordinate the process, so that subordinate reviewers (i.e., employees) are assured that their performance review are kept anonymous

. The aim is to find the gap between ones own

appraisal and the perceptions of others. This will in turn enable a professional to analyse his strengths and shortcomings and accordingly improve his performance.

While it is true that the system serves as an excellent process since it reduces biases, it is not always successful. It is necessary to create the right culture in the company before introducing the system. If many people are unhappy or their morale is low, the situation can turn disastrous as some staffers will become obvious target .

ADVANTAGES OF 360 FEED BACK

Provides a more comprehensive view of employee performance.

Increases credibility of performance appraisal. Feedback from peers enhances employee selfdevelopment.

Increases accountability of employees to their customers.

The combination of opinions can approximate to an accurate view

Comments expressed by several colleagues tend to carry weight Some skills are best judged by peers and staff, not by manager alone Feedback may be motivating for people who undervalue themselves The wider involvement help to engender a more honest organizational

DIS ADVANTAGES

Time consuming and more administratively complex. Extensive giving and receiving feedback can be intimidating to some employees.

Requires training and significant change effort to work effectively.

Results can be difficult to interpret Feedback can be damaging unless handled carefully and sensitively

Can generate an environment of suspicion if not managed openly and honestly

GUIDELINES FOR BETTER USE OF OF 360 DEGREE FEEDBACK Involve Ensure Ask

people that relevant data are being collected

rates to support their evaluations a culture that support open feed back

Develop Clear

and agreed on performance measures and

behaviours . Sound

feed back process

STEPS IN 360 DEGREE

Define objectives Decide on recipients Decide who will give the feed back Decide the method of collecting data Decide data analysis and presentation Plan an initial implementation prgme Plan and implement full prgme Monitor and evaluate