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360 DEGREE ASSESSMENT
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Personal story
I went to a store to buy some computer equipment.
I really enjoyed the time at the store.
When I got home, my friend Did you find what you need?
Oh, I forgot.!!!!!!!!!!!!!!!!!
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How Does This Story Connect To 360-
degree Feedback?
Organizations often forget their major objectives when they
implement 360-degree surveys
They plan to use 360-degree feedback programs to develop
peoples leadership skills
Then they focus on how to implement such programs
smoothly and successfully
It is really a complex process
When they finish the process, they often have forgottentheir original goals
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WHAT IS 360 DEGREE FEEDBACK
A structured process for soliciting input from a
variety of sources who have credible knowledge of
an employees performance. These sources may
include peers, direct reports, internal and externalcustomers as well as a persons supervisor.
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Sources of input
Superiors.
Peers.
Sub-ordinates.
Self assessment.
Customers.
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INTERNAL
CUSTOMERS
SUPERVISORS,SUBORDINATE
TOP MANAGEMENT, CO-WORKERS
AND REPRESENTATIVES FROM
OTHER DEPARTMENT
EXTERNAL
CUSTOMERS
CLIENTS,
SUPPLIERS,
CONSULTANTS AND
COMMUNITY
OFFICIALS
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Planning
Instrument
Data Collection
Feedback
IDP
Follow-up The processof 360-degree
feedback is
often
presented inthis way.
This modelcan mislead
people.
Individuallearning
and
developm
ent are
primarilyindividual
s
responsibi
lities afterproviding
feedback
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Challenge From Common Sense and
Observations
A common sense perspective:
Many people are already well aware of their
weaknesses and strengths because of rich feedback
in daily life Observations:
Kaplan (1993) observed that too often managers
are given feedback, dutifully resolve to do better,and nothing changes.
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WHY IS 360 DEGREE FEEDBACK
BETTER
FOR THE EMPLOYEES:
ACCURATE AND FAIR PERFORMANCE
MEASUREMENT.
GIVES BROADER & ACCURATE PERSPECTIVE OF
EMPLOYEES.
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SHORTCOMINGS OF 360 DEGREE
FEEDBACK
TIME CONSUMING AND ADMISTRATIVELY COMPLEX
EXTENSIVE GIVING AND RECEIVING FEEDBACKS
CAN BE THREATNING FOR SOME EMPLOYEES
MAY LEAD TO FRUSTRATION IN THE EMPLOYEESBECAUSE OF CONSTANT PRESSURE FROM ALL SIDES
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What should be done at the organization
level
When designing a 360-degree feedback program, it is
important to:
make it clear that actual individual development is the
major goal
Better model the individual learning process instead of
simply using follow-up
During implementing the program , it is important to:
Align the whole effort with the goal of individualdevelopment
e.g., train people how to give positive feedback in real
work situations
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If you know how to play chess, you will know that:
You have a total of 16 pieces.
Some pieces (e.g., 1 queen, 2 bishops, 2 rooks) are morepowerful than other (e.g., 8 pawns).
You cannot change each pieces power. However, you canlearn how to manipulate those individual pieces more
effectively to achieve a better overall result.
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This is often ignored because it cannot be directly reflected ina 360-degree feedback report
Organizations may redesign work systems or processes tobetter use people.
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Guidelines for Giving Feedback
1. Inform with honesty, integrity and good intent.
2. Link feedback to what the individual deeply cares about.
3. Be accurate and specific.
4. Provide feedback that allows for both incremental and
transformational learning.
5. Balance praise and constructive criticism.
6. Present feedback so that it is perceived as a valued gift.
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Examples on how to provide constructive
and helpful feedback.
I dont like your attitude!
Problem: You cannot directly observe an attitude.
Better: Describe the behaviors that lead to that conclusion.
Also, its not about what you like or dislike, its aboutperformance!
People that you work with perceive you as arrogant and
aloof. Better: Its okay to share how others perceive the employee,
but its
more helpful to describe behaviors that people may perceive as
arrogant and aloof.
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You procrastinate too much at the start of a project. Others have
to scramble their priorities to make up for it.
Good feedbackspecific actions and resulting impact on others.
A i i C i i i
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Avoiding some Common Errors in giving
feedback
Rating a person great at everything because
he/she is great at one or two things (Halo effect).
Giving more weight to a persons mostrecent achievements (Recency effect).
Rating everyone too high or too low (Leniency errors).
Ignoring highs and lows. Everyone is average (Central
tendency).
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5-D Action Planning
1. Decide what specific feedback you want to act on.
2. Describe what improvement looks like to yourself
and others.
3. Determine the resources needed for improvement.
4. Detail the plan with action steps and milestones.
5. Define the support you need from others.
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COMPANIES THAT USE 360
DEGREES FEEDBACK
KODAK
WIPRO
TATA STEEL
TELCO
THERMAX
INFOSYS
THOMAS COOK
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THANK-YOU
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