360 Degree 360 Degree Feedback & Feedback & Performance Performance

AppraisalAppraisal

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

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

feedback of performance data on an feedback of performance data on an individual or group derived from a individual or group derived from a

number of stakeholders in their number of stakeholders in their performance”. 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 How the performance is enhancing work situation??work 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 & Organized training & development:development:

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

• -helps understand the needs better -helps understand the needs better and in more detail.and in 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 -reduces anxieties - making it a less special event.special event.

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

• -to identify the performance -to identify the performance improvement needsimprovement needs

• -many organisations have not yet used -many organisations have not yet used this to judge the success of an this to judge the success of an individual, team or organisation.individual, team 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 Research by Ashridge Mgmt RecRec• 71%-to support learning and 71%-to support learning and

developmentdevelopment

• 23%-to support a number of HR 23%-to support a number of HR processes such as appraisal, processes such as appraisal, researching….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 77% …disagreed that it is a personal development tool and should not be used development tool and should not be used for wider HR and organisational purposes for wider HR and organisational purposes

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

Survey carried by IPD in early Survey carried by IPD in early 19981998

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

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

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

360 * 360 * MethodologyMethodology

Step 1: The QuestionnaireStep 1: The Questionnaire

- - LeadershipLeadership - Team Player- Team Player

- Communication - Communication - Organisational - Organisational SkillsSkills

- Decision- Making - Decision- Making - Adaptability- Adaptability

- Expertise- Expertise - Vision- Vision

Step 2: RatingsStep 2: Ratings

1-2 : Least Skilled1-2 : Least Skilled

3-4: Not a Strength3-4: Not a Strength

5-6: Appropriate Skill5-6: Appropriate Skill

7-8: A Strength Skill7-8: A Strength Skill

9-10: 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 Development And

ImplementationImplementation 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 Decide the method of collecting the datadata

Decide data analysis and Decide data analysis and presentationpresentation

Plan an initial implementation Plan an initial implementation programmeprogramme

Analyse the outcome of the pilot Analyse the outcome of the pilot schemescheme

Plan and implement full programmePlan and implement full programme

Monitor and evaluateMonitor and evaluate

ADVANTAGES OF 360-ADVANTAGES OF 360-Degree FEEDBACKDegree FEEDBACK

Affording a broader perspective than Affording a broader perspective than beforebefore

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 Determination as a tool for DevelopmentDevelopment

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 !!