360 Feedback
A Tool For Improving Individual And Organizational
Effectiveness
360 Degree Feedback
Manager
Peers
DirectReports
OthersEmployee
Rates Self
Traits
Competencies
Behaviors
Feedback
RESULTS
ContextContext
SituationSituation
What Are The Benefits?
Sends a positive message to associates: “We are investing in your professional development.”
Reinforces the desired corporate culture Supports employee involvement by asking for
feedback on leadership behavior Sets the stage for more open communication Helps produce desired change and individual
performance improvement
What Do We Measure?Observable skills and behaviors based on
competencies identified for
XYZ Corporation
Directing and Inspiring ActionFostering TeamworkCustomer Focus and CommitmentManaging Performance/CoachingDeveloping Self and Others
Leading by ExampleActing with IntegrityInterpersonal BehaviorsCommunicating with OthersBuilding Relationships
Identify feedback criteria
Orientation for participants
Subjects select respondents
Conduct survey via Web
Download data and create
reports
Review feedback and meet with coach
Developmental dialogue with
manager and others•Implement Plan•Measure Results•Re-assess
The 360 ProcessThe 360 Process
How Do We Protect Confidentiality?
Outside consulting firm for administration and processing – Henson Associates, Dayton OH
Combine ratings with others in each rater group; the rater’s name does not appear in the assessment results
Provide web access and password protection
Ask raters to use discretion so they don’t share their ratings and comments with others
Share a summary report with your manager
How do we manage the process remotely?• Prepare a roster of subjects and raters with email
addresses and phone numbers.• Conduct orientation for participants online and
webinar• Send assessment hyperlink to each rater via email.
Rater clicks on hyperlink to access web-based assessment
• Henson Associates retrieves data from server• Reports are printed and distributed to feedback
receivers prior to feedback and coaching sessions.
Feedback Survey Software
20/20 Insight Web Response™
E-mail with hyperlink (URL) is sent to each respondent
URL Link
Web site with customized instructions - user id provided - password chosen by rater
At web site, enter user ID and chosen password
Checklist of Items
Print assessment to review
Select items for comments
Assess subjectRate on effectiveness (1-6 scale)
Do not rate item if you cannot assess this behavior or skill so you don’t skew the results.
Use the following scoring to reflect your observations:
1 2 3 4 5 6N
MinimallyEffective
ModeratelyEffective
HighlyEffective
Not Observed/Not Applicable
Using the Effectiveness Scale
Provide comments when appropriate
- Provide comments for about 50% of items- Do not type “No Comment” – leave blank as it wastes paper when printing report
Comments are
optional, but very helpful
Summary Questions What are one or two practices that make this person effective in his or her role at XYZ Company?
Describe any changes you believe are important for this person to work more effectively with you.
Are there any other comments that would be helpful?
Technical SupportHenson Associates
• Choose raters wisely to get a variety of feedback and ask for their permission.
• Questions and concerns to Traci McDade, assessment coordinator.
• We will respond within 8 hours by phone or email.
• Reminder emails and/or a phone call will be sent to raters 2-3 days before due date.
• Our goal is 100% participation of all raters.
STRENGTHS
Performance Areas To Target for Greater Utilization
AREAS FOR IMPROVEMENT
Performance Areas To Target for Improvement
What Feedback Receivers Learn:
Based on feedback report and coaching, subjects will be able to . .
Identify development priorities and strengths Ask for additional verbal feedback if needed Analyze information to improve performance Take action to create and implement a targeted
development plan (1 -3 specific actions) that can be implemented within 90 days
Follow up with manager and coach Review progress against plan in 3-6 months
Orientation For
Feedback Providers
Orientation For
Feedback Providers
Send 360 Assessment
ToRaters
Send 360 Assessment
ToRaters
Feedback and
Coaching Sessions
Feedback and
Coaching Sessions
EmailSDT andReport
to Subject
EmailSDT andReport
to Subject
Project TimelineNominateFeedback Providers(raters)
Development Plan and
Discussion with
ManagerTBD
Orientation forSubjects
Assessments Due
Assessments Due
Have a question, comment, or concern? Call Henson Associates
Assessment Coordinator – Traci McDade 910-326-1010
Facilitator/Coach – Nancy Henson
937-886-0151
If we are unavailable by phone, please leave a message and a time to return your call.
Contact Information
Please remember...
Providing 360 feedback is important and deserves your time and consideration.
Subjects must have confidence in the data to take responsibility for using it for development planning.
Thank you!