GETTING 360 DEGREE GETTING 360 DEGREE FEEDBACK RIGHTFEEDBACK RIGHT

By Maury A. PeiperlBy Maury A. Peiperl

Presented by:Presented by:Lawi AnupamLawi Anupam

12241082211224108221 GITAM Institute of International BusinessGITAM Institute of International Business

360 DEGREE FEEDBACK360 DEGREE FEEDBACK

An assessment process used to improve managerial An assessment process used to improve managerial effectiveness by providing the manager with a more effectiveness by providing the manager with a more complete assessment of their effectiveness, and their complete assessment of their effectiveness, and their performance and development needs. performance and development needs.

The process of getting feedback from multiple sources. The process of getting feedback from multiple sources. (peers, subordinates, customers, supervisors)(peers, subordinates, customers, supervisors)

Also called as “Peer Appraisal”.Also called as “Peer Appraisal”.

Top Management(Internal customer) O

ther Departm

ent

Representatives

(Internal customer)

Co-wor

kers

or te

am m

embe

rs

(Inter

nal c

usto

mer

)

Subordinates

(Internal customer)

Man

ager

(Int

erna

l cus

tom

er)

PROCEDURES FOR PROCEDURES FOR CONDUCTING 360 DEGREE CONDUCTING 360 DEGREE

APPRAISALAPPRAISAL

Develop questionnaireDevelop questionnaire Ensure confidentialityEnsure confidentiality Provide training / orientationProvide training / orientation Administer the feedback Administer the feedback Analyze the dataAnalyze the data Develop and distribute resultsDevelop and distribute results

PROS OF 360 DEGREE FEEDBACKPROS OF 360 DEGREE FEEDBACK

The system is more comprehensive in that responses are gathered from The system is more comprehensive in that responses are gathered from multiple perspectives.multiple perspectives.

Quality of information is better. Quality of information is better.

It may lessen bias/prejudice since feedback comes from more people, It may lessen bias/prejudice since feedback comes from more people, not one individual.not one individual.

Feedback from peers and others may increase employee self-Feedback from peers and others may increase employee self-development.development.

Helps in identification of strength and weakness of employeesHelps in identification of strength and weakness of employees ..

CONS OF 360 DEGREE FEEDBACKCONS OF 360 DEGREE FEEDBACK The system is complex in combining all the responses.The system is complex in combining all the responses.

Feedback may not be fair.Feedback may not be fair.

There may be conflicting opinions, though they may all be accurate from There may be conflicting opinions, though they may all be accurate from the respective standpoints.the respective standpoints.

Employees may collude or “game” the system by giving invalid evaluations Employees may collude or “game” the system by giving invalid evaluations to one another.to one another.

Consumes enormous time and very costly.Consumes enormous time and very costly.

Difficult for cross-cultural organizations.Difficult for cross-cultural organizations.

Maintaining confidentiality is difficult.Maintaining confidentiality is difficult.

MANAGING “PEER” IN PEER MANAGING “PEER” IN PEER APPRAISALAPPRAISAL

Go public with your supportGo public with your support

Be a counselor and role modelBe a counselor and role model

Provide training early and oftenProvide training early and often

Put substance before rankingsPut substance before rankings

Let people know when they are not doing peer Let people know when they are not doing peer appraisal wellappraisal well

PARADOX OF ROLESPARADOX OF ROLES

YOU CANNOT BE BOTH A PEER AND A JUDGEYOU CANNOT BE BOTH A PEER AND A JUDGE

DisadvantagesDisadvantages Give fairly conservative feedbackGive fairly conservative feedback

Feedback may be distorted, overly positive unhelpful to Feedback may be distorted, overly positive unhelpful to managers and recipients.managers and recipients.

Negative feedback may damage relationship.Negative feedback may damage relationship.

Hurt own careers and those of friends and colleagues.Hurt own careers and those of friends and colleagues.

PARADOX OF GROUP PARADOX OF GROUP PERFORMANCEPERFORMANCE

FOCUSING ON INDIVIDUALS PUTS THE ENTIRE GROUP AT RISK

DisadvantagesDisadvantages Ignores group dynamics and work realities.Ignores group dynamics and work realities.

May harm close-knit and successful groups.May harm close-knit and successful groups.

Low performing groups believe it as a veiled attempt to assess Low performing groups believe it as a veiled attempt to assess blame.blame.

Can breed cynicism, suspicion and an “us-against them” Can breed cynicism, suspicion and an “us-against them” mentality.mentality.

MEASUREMENT PARADOXMEASUREMENT PARADOX

THE EASIER FEEDBACK IS TO GATHER, THE EASIER FEEDBACK IS TO GATHER, THE HARDER IT IS TO APPLYTHE HARDER IT IS TO APPLY

Advantages Advantages Give qualitative comments and insights to the employee.Give qualitative comments and insights to the employee.

DisadvantagesDisadvantages Process required excessive amount of paperwork.Process required excessive amount of paperwork. System lack a mechanism for giving or setting detailed System lack a mechanism for giving or setting detailed

feedback beyond a letter.feedback beyond a letter. Time consuming.Time consuming. Not easily compared and aggregated.Not easily compared and aggregated. Qualitative feedback is more difficult.Qualitative feedback is more difficult.

PARADOX OF REWARDSPARADOX OF REWARDS

WHEN PEER APPRAISAL COUNTS THE WHEN PEER APPRAISAL COUNTS THE MOST, IT HELPS THE LEASTMOST, IT HELPS THE LEAST

DisadvantagesDisadvantages People focus virtually all their attention on reward outcomes.People focus virtually all their attention on reward outcomes.

Threat to feelings of self-worth.Threat to feelings of self-worth.

Affect salary reviews and promotionsAffect salary reviews and promotions

MANAGING THROUGH MANAGING THROUGH PARADOXESPARADOXES

To provide timely and useful feedback to improve the To provide timely and useful feedback to improve the performance of the individual.performance of the individual.

Employee receives detailed and qualitative feedback.Employee receives detailed and qualitative feedback.

This is accompanied by coaching and counseling.This is accompanied by coaching and counseling.

To check that the things are going smoothly and to head off To check that the things are going smoothly and to head off major conflicts.major conflicts.

Improve ties between groups.Improve ties between groups.

Aimed at distributing authority and responsibility more Aimed at distributing authority and responsibility more broadly throughout an organization.broadly throughout an organization.

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