360 Degree Feedback : Recent Trends and Issues

How to avoid this…

INTRODUCTION

o It is the most emerging aspect in the field of Performance Appraisal.

o It provides a broader perspective about an employees performance.

o It is a systematic collection and feedback of performance data on an individual or group derived from number of stakeholders.

o It enables an employee to compare his perception about self with perception of others.

o 360 degree feedback calls attention to important performance dimensions which may have been neglected by company.

FEEDBACK FROM :

SELF

STAFF

CUSTOMERS

TEAM MEMBERS

BOSS

PEERS

STAKEHOLDERS

OBJECTIVES

o Helps in identifying the strong and weak areas.

o Facilitates identification of training and development needs.

o Serves as a basis for rewards and promotions.

o Team building.

o Role Clarity & increased accountability.

STEPS IN IMPLEMENTATION

o Define objectives:the feedback should be clearly known in advance,what it is expected to achieve.

o Decide on recipients:recipients of feedback must answer some pre-determined and widely known criteria.

o Decide on who will give the feedback

o Decide on the dimension on which feedback will be gathered:(performance,behaviours or competencies)

o Decide on the method of gathering feedback.

o Decide on data analysis and presentation

o Plan initial implementation

o Analyse outcomes

o Monitor and Evaluate

ADVANTAGES

o Improved self-awareness of your impact on others, your communication style and leadership behavior.

o Increased emotional intelligence and improved communication strategies yield stronger business relationships and boost your team's morale.

o A leader acting upon 360 degree feedback, bolsters team trust and confidence.

o It helps to check improve supervisory biasness.

o It is a tool to improve customer satisfaction.

o Improves communication.

key skill/capability area

skill/capabil

ity eleme

nt

question numberfeedback question

feedback score

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Xerox (1980)

IBM (1980)Wipro

COMPANIES USING 360 DEGREE APPRAISAL

Johnson & Johnson Ltd(1980s)

)

Bell Atlantic (1980)

IMPORTANT FACTORS IN 360 DEGREE APPRAISAL

o According to Mr. Pratik Kumar.

o The mission and the objective of the feedback must be clear.

o Employees must be involved early.

o Resources must be dedicated to the process, including top management's time.

o Confidentiality must be assured.

o The organization, especially top management, must be committed to the program.

Pratik Kumar Corporate VP HR, Wipro Technologies Limited- One of the pioneers of 360 degree PA in India.

CHALLENGES

o Support from management.o Commitmento Determination as a tool for development.o Transparency.o Development plan.o Accountabilityo Appropriate delivery of feedbacko 360 Degree appraisal is not a validated technique for

performance appraisal.o It is often time consuming and difficult to analyze the

information gathered.o The 360 degree appraisal mechanics can have a

adversely effect on the motivation and the performance of the employees.

ISSUES

• INSTRUMENT ISSUE: Process should be directly linked to effectiveness on the job. It should focus on observable behaviors It should be worded in positive terms

• ADMINISTRATION ISSUES:Select raters carefullyUse an adequate number of raters Alert and train raters regarding rater errors

• FEEDBACK ISSUES:Separate the results from various sourcesCompare the self rating with othersUse a trained facilitation to provide feed backProvide feedback on recommendations

• FOLLOW UP ISSUES:Provided opportunity for skill training Overtime evaluate the degree to which ratee has changed the behavior

360 degree performance appraisal is ~

o Powerful developmental tool .

o Conducted at regular intervals (say yearly).

o 360 degree appraisal is generally found more suitable for the managers.

o This technique is being effectively used across the globe for performance appraisals.

o Some of the organizations following it are Wipro, Infosys, and Reliance Industries etc.

CONCLUSION

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