360 Degree Feedback 360 Degree Feedback & Performance & Performance

AppraisalAppraisal

What is 360 Degree What is 360 Degree Feedback ??Feedback ??

360-degree feedback is defined as “The 360-degree feedback is defined as “The systematic collection and feedback of systematic collection and feedback of

performance data on an individual or group performance data on an individual or group derived from a number of stakeholders in derived from a number of stakeholders in

their performance”. their performance”.

FEEDBACK ON ME FROM :

SELF

STAFF

CUSTOMERS

TEAM MEMBERS

BOSS

PEERS

STAKEHOLDERS

Uses Of 360 PA SystemUses Of 360 PA System

• Supervisor:Supervisor:

• Accurate assessment - FavoritismAccurate assessment - Favoritism

• Anonymous, Unbiased & Accurate infoAnonymous, Unbiased & Accurate info

• Provides greater objectivity.Provides greater objectivity.

• How the performance is enhancing work How the performance is enhancing work situation??situation??

• Helps in revealingHelps in revealing

• Creates greater harmony - better Creates greater harmony - better productivity - identifies strengths & productivity - identifies strengths & weaknessesweaknesses

• Leads to continuous learning, team Leads to continuous learning, team building, self-confidencebuilding, self-confidence

Organized training & development:Organized training & development:

• -things are told before hand…distribution -things are told before hand…distribution and processing takes place in advance.and processing takes place in advance.

• -helps understand the needs better and in -helps understand the needs better and in more detail.more detail.

Team building:Team building:

• -assess each other on skills such as: -assess each other on skills such as: communicating, deliver on promises, communicating, deliver on promises, planning, listening, maintain relationship.planning, listening, maintain relationship.

• -the approach promotes individual -the approach promotes individual development within teams.development within teams.

• Feedback can be gathered before any Feedback can be gathered before any team event happens.team event happens.

Performance management:Performance management:

• -reduces anxieties - making it a less special -reduces anxieties - making it a less special event.event.

Validation of training & other initiatives:Validation of training & other initiatives:

• -to identify the performance improvement -to identify the performance improvement needsneeds

• -many organisations have not yet used this -many organisations have not yet used this to judge the success of an individual, team to judge the success of an individual, team or organisation.or organisation.

Used for appraisal:Used for appraisal:

• - focus more on current performance- focus more on current performance

• - individual….managers and the latter- individual….managers and the latter

• - past performances- past performances

RemunerationRemuneration

Research by Ashridge Mgmt RecResearch by Ashridge Mgmt Rec

• 71%-to support learning and development71%-to support learning and development

• 23%-to support a number of HR processes 23%-to support a number of HR processes such as appraisal, researching….such as appraisal, researching….

• 6%-used it to support pay decisions6%-used it to support pay decisions

In 1997 …survey of 22 orgnsIn 1997 …survey of 22 orgns

77% …disagreed that it is a personal development 77% …disagreed that it is a personal development tool and should not be used for wider HR and tool and should not be used for wider HR and

organisational purposes organisational purposes

81%…disagreed that it provides a basis for reward 81%…disagreed that it provides a basis for reward

Survey carried by IPD in early 1998Survey carried by IPD in early 1998

92% …to help developmental needs 92% …to help developmental needs

80% …to help overall performance -coaching 80% …to help overall performance -coaching

20%…using it to determine a performance grade 20%…using it to determine a performance grade or pay standardor pay standard

360 * Methodology360 * Methodology

Step 1: The QuestionnaireStep 1: The Questionnaire

- - LeadershipLeadership - Team Player- Team Player

- Communication - Communication - Organisational Skills- Organisational Skills- Decision- Making - Decision- Making - Adaptability- Adaptability- Expertise- Expertise - Vision- Vision

Step 2: RatingsStep 2: Ratings

1-2 : Least Skilled1-2 : Least Skilled3-4: Not a Strength3-4: Not a Strength5-6: Appropriate Skill5-6: Appropriate Skill

7-8: A Strength Skill7-8: A Strength Skill9-10: An Exceptional Skill9-10: An Exceptional Skill

Step 3: Data ProcessingStep 3: Data Processing

- Internal : Use of software- Internal : Use of software- External Suppliers- External Suppliers

360 Degree Feedback

0 2 4 6 8

Gives Useful Feedback

Open to New Ideas

Recognises Achievements

Skill

Rating

Step 4 : FeedbackStep 4 : Feedback

- Individual - Individual

- Manager- Manager

- Anonymous ? ?- Anonymous ? ?

- Culture plays a role- Culture plays a role

Step 5: ActionStep 5: Action

Action will depend on the purpose Action will depend on the purpose

• Development - IndividualsDevelopment - Individuals

• Appraisal - ManagersAppraisal - Managers

• Pay - H.RPay - H.R

Development And ImplementationDevelopment And Implementation Define objectivesDefine objectives

Decide on recipientsDecide on recipients

Decide who will give the feedbackDecide who will give the feedback

Decide the areas of work and behavior Decide the areas of work and behavior on which feedback will be givenon which feedback will be given

Decide the method of collecting the dataDecide the method of collecting the data

Decide data analysis and presentationDecide data analysis and presentation

Plan an initial implementation Plan an initial implementation programmeprogramme

Analyse the outcome of the pilot schemeAnalyse the outcome of the pilot scheme

Plan and implement full programmePlan and implement full programme

Monitor and evaluateMonitor and evaluate

ADVANTAGES OF 360-Degree ADVANTAGES OF 360-Degree FEEDBACKFEEDBACK

Affording a broader perspective than beforeAffording a broader perspective than before

Increased awareness and relevanceIncreased awareness and relevance

Reliable feedback to senior managersReliable feedback to senior managers

Gaining acceptanceGaining acceptance

Encouraging open feedbackEncouraging open feedback

ReinforcingReinforcing

Rounded view of PerformanceRounded view of Performance

Identifying key development areas Identifying key development areas

Raising Self AwarenessRaising Self Awareness

Continuous ImprovementContinuous Improvement

Improved MoraleImproved Morale

Acceptance Of ResultsAcceptance Of Results

DISADVANTAGESDISADVANTAGES• No OpennessNo Openness

• Excessive StressExcessive Stress

• Lack Of ActionLack Of Action

• OverdependenceOverdependence

• Too Much Of BureaucracyToo Much Of Bureaucracy

• Incapability and Lack Of Skill Of ManagersIncapability and Lack Of Skill Of Managers

CRITERIA FOR SUCCESSCRITERIA FOR SUCCESS

• Support From ManagementSupport From Management

• CommitmentCommitment

• Determination as a tool for DevelopmentDetermination as a tool for Development

Questionnaire reflects all aspectsQuestionnaire reflects all aspects

Fair Follow up processFair Follow up process

TransparencyTransparency

ResearchResearch

PHILIPS CONSUMER DIVISIONPHILIPS CONSUMER DIVISION

NIITNIIT

SAMSUNGSAMSUNG

INFOSYSINFOSYS

PEOPLE PERFORMANCE MGMTPEOPLE PERFORMANCE MGMT

HOW DOES IT WORK ??HOW DOES IT WORK ??

Step 1. Gathering feedback Step 1. Gathering feedback Step 2. Self assessment Step 2. Self assessment Step 3. Preparation by the managerStep 3. Preparation by the managerStep 4. Performance ratingsStep 4. Performance ratingsStep 5. Discussion and development of a Step 5. Discussion and development of a

performance planperformance plan

THANK YOU !!THANK YOU !!