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    360 Degree Feedback

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    Sunay Jha
    360 degree feedback involves collecting performance evaluations from an employee's subordinates, peers, managers, and themselves. This provides a holistic view of how an employee is perceived. The process typically involves employees completing questionnaires about a colleague's performance, which are then compiled into a report for feedback and development planning. While it provides a more complete understanding of an employee, 360 degree feedback also risks lack of honesty and overreliance on technology without proper implementation.

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    360 Degree Feedback

    Uploaded by

    Sunay Jha
    281 views21 pages
    360 degree feedback involves collecting performance evaluations from an employee's subordinates, peers, managers, and themselves. This provides a holistic view of how an employee is perceived. The process typically involves employees completing questionnaires about a colleague's performance, which are then compiled into a report for feedback and development planning. While it provides a more complete understanding of an employee, 360 degree feedback also risks lack of honesty and overreliance on technology without proper implementation.

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    360 degree feedback involves collecting performance evaluations from an employee's subordinates, peers, managers, and themselves. This provides a holistic view of how an employee is perceived. The process typically involves employees completing questionnaires about a colleague's performance, which are then compiled into a report for feedback and development planning. While it provides a more complete understanding of an employee, 360 degree feedback also risks lack of honesty and overreliance on technology without proper implementation.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    281 views21 pages

    360 Degree Feedback

    Uploaded by

    Sunay Jha
    360 degree feedback involves collecting performance evaluations from an employee's subordinates, peers, managers, and themselves. This provides a holistic view of how an employee is perceived. The process typically involves employees completing questionnaires about a colleague's performance, which are then compiled into a report for feedback and development planning. While it provides a more complete understanding of an employee, 360 degree feedback also risks lack of honesty and overreliance on technology without proper implementation.

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    360 Degree Feedback

    Definition
    360 degree has been defined by ward(1997) as the systematic collection and feedback of performance data on an individual or a group derived from a number of the stakeholders in their performance . Also known as multisource assessment, multirater feedback, multi level feedback.

    Meaning
    360 refers to 360 in a circle.The feedback comes from the subordinates ,peers and managers in the organisational hierarchy as well as self assessment. It is the employee develpoment feedback that comes from all round the employee.

    Principle of 360 degree feedback


    Provides an understanding how the employee is perceived from different perspective

    Who does the assessment?


    Yourself Boss Staff Team members Peers Internal customers External customers Suppliers Friends and family members

    Multirater feedback

    360 degree feedback cycle


    OBSRVATION

    CHANGED BEHAVIOUR

    BRIEFING

    ACTION PLAN

    QUESTIONAIRE COMPLETION

    REFLECTION

    REPORT PROCESSING

    FEEDBACK

    360 degree feed back cycle


    Observation : This is a natural and often unconscious process that people use when forming impressions about each other. Briefing : 360-Degree Feedback formalizes the observation process by identifying specific people and asking them to answer particular questions about the participant's performance Questionnaire: The process involves completion of a questionnaire containing a combination of rated and free text questions. The questionnaire can be electronic or on paper Report Completion : Returned questionnaires are consolidated into a report that contains textual, graphical and numerical feedback for the participant.

    360 degree feed back cycle


    Feedback : The participant gets their feedback at a facilitated, one - to one interview conducted by a trained facilitator . Reflection: The participant takes time to clarify and reflect on his/her feedback. Sharing feedback with others can also come at this stage. Action Plan : As a result of reflection, the participant produces a plan for how he/she intends to develop and in what behaviors. Changed Behavior : Carrying out the action plan results in changes in certain areas of the participant's behaviors.

    How it is conducted?
    Define objectives Decide on recipients Decide who will give the feedback Decide areas of work and behavior Decide method of conducting data Plan an initial implementation program Plan and implement full program Monitor and evaluate

    360 degree feedback: Uses


    Self development and individual counseling Team building Performance management Organization development Identification or developmental needs Potential appraisal and development Evaluation and training Remuneration

    ADVANTAGES
    To the Individual
    Self awareness Assessment competence Confirmed strengths

    To the Colleagues


    Improved teamwork The opportunity to give feedback

    To the Organization


    Improved performance Cost effective use of development resources Clear focus to individual development Better relationship

    Some other benefits


    Provides a clearer picture to senior management of individuals real worth. Individuals get a broader perspective of how they are perceived by others than previously possible. A rounded view of the individuals/ teams/ organizations performance and what the strengths and weaknesses are. Identifying key development areas for the individual, a department and the organization as a whole. Opens up feedback and gives people a more rounded view of performance than they had previously. More reliable feedback to senior managers about their performance. Raised the self-awareness of people managers of how they personally impact upon others positively and negatively.

    DISADVANTAGES
    People are not giving frank or honest feedback. People being put under stress in receiving or giving feedback. Lack of action following feedback. Over reliance on technology. Too much bureaucracy.

    360 Degree Feedback Process at NIIT IEF (Individual effectiveness feedback)

    NIIT introduced the formal 360 degree survey in 1995. The primary objectives were to: 1)Provide multiple source feedback as input to enhance interpersonal competence. 2)Promote core NIIT values and attributes among all staff. 3)Foster a non hierarchial culture through multiple role senstivity.

    FEATURES OF IEF
    It is based on questionnaire which has five key values and 25 key behavioural attributes on which every NIITian gives or recieves feedback. A feedback team is formed around each NIITian comprising his/her peers , team members, and the supervisor. The questionnaire is administerd once ayear a liitle ahead of the formal annual appraisal.

    All the filled in survey instruments are collected centrally and analysed. A consolidated scorecard is produced for each individual and given to him/her well in time for discussion with supervisor along with annual appraisal. The system is administered by HR function. The chairman and the directors personally participate and display their own scorecards openly on their office desks and invite inputs for using the feedback to improve themselves.

    ISSUES AND LESSONS


    The success of the 360 degree feedback at NIIT can be attributed to the following key factors: Absolute top management commitement. User-friendly design,simple form and easy work flow. Effective education , communication and training in support of the system.

    CONCLUSION

    BIBLIOGRAPHY
    Performance Management Michael Armstrong and Angela Baron. 360 Degree Feedback- Peter Ward. Performance Management and Appraisal Systems-T.V. Rao. www.wikipedia.com.

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