360 feedback final

8/4/2019 360 Feedback Final

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Shabbir Anower

Qudsia Begum,

Yousuf Shabbin Ahmed

Farzana Islam

Group # 6


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360 degree

360 degree feedback is the best way to get the best

feedback on a person. Its a way of getting an accurate

assessment of a persons behavior and attitudes as he/ she

go about his/ her daily businesses. 360 tool is based

around a competency framework.

It will cover:

A series of carefully structured questions

Participants are asked to give feedback on their perceptionsCompiled into a feedback report

Through this it generated a structured feedback & identifies thedevelopment areas.

Action-plan identification & follow-up


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360 degree respondents

Seniors

Peers

Juniors

Colleagues

External..

Customers

Suppliers or

Other interested stakeholders


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Action-plans

Set-up facilitated meetings to share the 360 degreefeedback results.

The individual's boss is often part of this meeting so he orshe can support action planning and development.

Identifying a specific measurable achievable relevant andtimed (SMART) action plan

Identifies the training, coaching & development

requirement

Follow up meetings with a coach, a mentor, or a trustedsupervisor to discuss the feedback.


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Output from 360 degree

Feedback for a better self-understanding

Corrective actions for self- development

Discover weaknesses

Discover new


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360 degree

Used for

Opportunity to

improve & develop

A part of process forcoaching, training &

development

identification

Leadership

assessment formanagers

Talent assessment

Should not be used for

Promotion

Reward

Pay decision


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Sample questionnaires

Describe what this person does well? (Be Specific)

What do you wish this person would stop doing? (Be Specific)

What do you think this person should do more of? (Be Specific- Positive or Constructive)

What one single piece of advice would you give this person toimprove his/her effectiveness? (Positive or Constructive)

What Business Skills or Technical Skills should this personlearn next?

Other Comments


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Competency Choosing

Team Working

Developing self

Developing others

Relationship building

Communication

Leadership and inspiring others

Integrity and ethical management

Motivation

Adaptability/ change management

Analytical thinking

Planning and organizing

Decision making


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Questionnaires based on

competency criteria

Team Working

Supports less experienced colleagues

Encourages a strong sense of team spirit

Develop ideas and solutions jointly with others

Focuses the team on what will contribute to success in the long term

Take responsibilities for teams actions

Give fair and constructive feedback to team members


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competency criteria

Adaptability/ Change

Challenges conventional views to benefit the business

Identifies when/ where changes are required

Enthusiastically accepts beneficial changes

Suggests ideas for possible improvements

Adopts ideas used successfully elsewhere

Generates innovative ideas and solutions

Translate ideas into practical solutions


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competency criteria

Developing Self

Actively seeks feedback to assist with continuous self-development

Sees own development as important

Reviews & consciously learns from experience

Open to learning


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competency criteria

Developing Others

Promotes the idea of continuous improvement

Creates a positive learning environment

Encourages others to stretch themselves

Provides personalized coaching and support to others

Sets and agrees objectives with people and monitors their progress

Understands peoples strengths and aspirations and takes them into accountwhen allocating responsibilities


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competency criteria

Motivations

Gives praise and open recognition

Displays genuine interest in people and their progress

Has strength and maturity to support individuals and teams through difficultcircumstances

Takes time to discover what motivates individuals

Demonstrates belief in others abilities

Motivates others through personal examples

Involves others and encourages full participation


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competency criteria

Analytical Thinking

Formulates clear and specific proposals for action

Is able to bring together information from a number of different sources whenforming a decision

Backs up conclusions with logical analysis


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competency criteria

Communications

States own views clearly and concisely

Conveys complex information in plain language

Has manner, style and presence that makes a positive impression

Tackles disagreement constructively

Listens to and considers others views

Asks questions to find out others real views and check understanding

Uses email communications appropriately and in a way that generates apositive reactions in the recipients


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competency criteria

Decisions Making

Applies common sense when making decisions

Can make considered decisions quickly when necessary

Is prepared to take tough decisions and is prepared to see them through

Seeks expert advice or objective opinions before making decisions

Is prepared to be influenced by sound arguments and new information orevidence


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competency criteria

Planning & Organizing

Hold structured and productive meetings

Identifies clear targets and priorities

Ensures own work is accurate and timely

Concentrates effort on priorities

Plan for the long term

Allows for contingency in plans

Reviews and reassesses plans and priorities on a regular basis


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competency criteria

Leadership & inspiring others

Is a source of strength in times of uncertainty

Leads without aggression or arrogance

Generate energy and enthusiasm in others

Shows trust in the abilities of others

Takes a lead in uncertain situations

Inspires others to believe that they can achieve worthwhile goals

Delegates effectively to others


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Scoring the feedback

Agreewith

statement

Strongly agree

Agree

Neutral

Disagree

Strongly disagree Frequency

Nearly Always

Most of the time

Sometimes

Not very often

Almost never

Ability

Clear strength

Very good

Good Not very good

Clear weaknessEffectiveness

81-100% 61-80%

41-60%

21-40%

0-20%


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Scoring the feedback-Self & Others


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Scoring the feedback-

Spider Diagram


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Interpreting & segmenting the

feedback

Known strength

You and othersagree that these are

well developedbehaviors.

Blind Spots

Others believe youhave a developmentneed that you do not

see

Known

development needs

You and othersagree that these are

less well developedbehaviors.

Hidden lightsOthers believe youhave strength that

you do not see


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Taking Actions

Prioritize To develop performance in current role?

To build relationships with individuals or groups of people?

To develop skills for the future?

To improve the way of works?

Work on Action point What specifically are you going to do?

When are you going to do it?

What difference will it make if you get it right

How will you know when you have succeeded?

How will you measure your success?

Is what you have planned achievable in the time?Development progress

Obtain your line managers agreement and support for the plan

Seek the support of others

Allocate time to review and update your plan

Go for some early successes

Expect people to be surprised when they see you change


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Sample Action-plan

CompetenceDevelopment

Influencing Skills

Key Behaviors

Listening to the viewsof others before

adding my own Preparing a well-

supported argument

Understanding howother people areinfluenced

Benefit fromimproving ormaintaining

Will be betterprepared for meetings

Conflicts will bereduced

Will get others on myside

My views will getheard without

upsetting others


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Changing behaviors:Influencing Skills

Decide on a situation to influence Plan your approach

Explain to someone the situation and ask them for direct feedbackafter the event

Reflect on your performance and plan for the next situation

Direct Action

Observe someone who has well developed skills in this area andthen ask them to coach you on how to approach an influencingsituation

InvolvingOthers

Ask for an assignment that will test your influencing skills.

Ask for support from your manager or coach.

On the job

development

Attend a formal course on Influencing SkillsOff the job

development


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360 degree feedback enables leaders to

Take advantage of under-utilized personnel strengths toincrease productivity

Apply human assets data to the valuation of the organization

Make succession planning more accurate

Design more efficient coaching and training initiatives

Support the organization in marketing the skills of its members


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Supervisors know work requirements

Supervisors can re-schedule and re-allocate individual work

Measure critical incident

Managers/Supervisors

appraisal

His/her own strengths/weaknesses

Actual performance is rated by the supervisorsSelf

appraisal

Subordinates can also do supervisors appraisals

May result in dishonest appraisalsSubordinate

appraisal


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Accurate and valid appraisal Ratings are simply a popularity contest

Managers are reluctant to give up control over the appraisalprocess

Those receiving low ratings might retaliate against their peers

Peers rely on stereotypes in ratings

PeerAppraisal

Impossible to separate out an individuals contribution

TQM principles and practicesTeam

Appraisal

External customer

Internal customerCustomerAppraisal


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360 degree advantages

Scopes for continuous improvement

Provides feedback from many improvement perspective

Identifies development opportunities

Focuses on core competencies

Increases the credibility of the appraisal result

The feedback can help to enhance the staffs self-development

A chance to complain their manager without following the normalcomplaint procedures.


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360 degree disadvantages

Feedback may not be totally honest

Feedback can be hurtful

Not having enough reviewers

Employees focus on the negative

Time consuming and more complex on administration

Risk of confidentiality


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360 feedback process overview

FeedbackCollection

Data

Compilation

RighteousInterpretation &

Assessment

ObservationSharing

DeployAction plans

Maintainconfidentiality

Retain openness

& honestyPositive

delivery

Respect theAssessment


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Issues to be considered for

a successful 360 degree feedback

Necessary training for all employees

Understanding the confidentiality of the process

Goals of the 360 degree feedback process are clear to the partiocipants

Participants should have know what the organization will do with the data

Organization should understand the expectations of the employees

Feedback process can be designed with relevant examples and comments


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Usefulness of 360 degree feedback

Improved feedback from more Sources

Team development

Personal and Organizational performance development

Responsibility for career development

Reduced discrimination risk

Improved customer service

Training needs assessment


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360 degree feedback practiced organization in

Bangladesh

If you want one year of prosperity, grow grain

If you want ten years of prosperity, grow treesIf you want one hundred years of prosperity, grow people

Based on the feed back from Nokia Siemens, Banglalink and Standard CharteredBank.

360 degree feedback has been one of the most productive ways to improve thequality of a persons work.

The concept of 360 feedback is that typically several reports and/or questionnaireswill be filled out in regards to a particular employee, including reports from theirteam leaders, manager, peers, and co-workers.

Most companies and organizations use this particular type of employee feedback sothat everyone involved has a better understanding ofwhat is being done well in anindividuals work and where an individual could use improvement.

This method of feedback is very convenient for an employer or manager to seewhere their company might need more training.


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360 degree feedback practiced organization in

Bangladesh

It is an easy way to isolate the strengths and weaknesses of an employee, project or company itself.

The best thing about 360 degree feedback is that it is anonymous.

Where there is anonymity, there is more honesty. In a general 360 degree feedback setting,employees are asked to submit their opinions as well as assessments to the company or employer.

The majority of assessments offered for 360 degree feedback include basic skills and knowledge,work presentation, ability to listen, plan and efficiently set goals.

This 360 degree feedback might also assess an employees capability of leadership, team buildingskills and the general effect that an employee has on the company and work environment in general.

360 degree feedback, however, will not assess certain qualities of an employee or company. Mostsurveys, reports or questionnaires will not ask to measure certain qualities such as punctuality,attendance and whether or not certain sales demands are being made.


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Ten mistakes that cause a 360-degree feedback

program to fail

You need to consider organizational expectations as well as job-specific competencies. Moreover, your assessment items needto be well written to gather the data you are looking for.

Ineffective AssessmentItems

If the things you are measuring are not important to theorganization's vision, mission, and strategy, then employees

will not be developing competencies that are aligned with thedirection of the organization.

Lack of Alignment with the

Organization's Vision,Mission, and Strategy

If the leaders of your organization do not vocally support andencourage participation in the feedback program and expresstheir belief in the benefits it will provide, your 360 initiativewill never get off the ground.

Lack of Senior-LevelSupport

You MUST communicate with both the people receivingfeedback and the people getting feedback. If you do not tellthem what, why, how, and when, they will not be comfortablewith the program. You must get buy-in at all levels of yourorganization to make it work.

Lack of Communication


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program to fail

If participants are afraid to get feedback or if respondents areafraid to provide feedback, you will be fighting an up-hillbattle. Communication helps reduce fear. One of the mosteffective ways to reduce anxiety is to use a neutral third party toadminister your feedback program.

Fear / Lack of Trust

If your feedback program is not well thought out, it will not runsmoothly. If your employees perceive that the program is notwell planned, your credibility will be undermined.Poor Planning

The idea of a feedback program is to help employees performbetter. Negative feedback can be demoralizing andcounterproductive. If feedback is not provided in an appropriatemanner, your program could backfire. We recommend usingprofessional, neutral coaches to deliver feedback.

Inappropriate Delivery ofFeedback

If you fail to do anything with the data, you have wasted yourtime as well as the time of both participants and respondents.Every person who receives feedback needs to create somedevelopmental goals based on the feedback he or she received -and remember - those goals need to be both measurable andachievable.

No Development Plan


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program to fail

Developmental goals are meaningless unless

people are held accountable for achieving them.

Make sure your employees and their managers

understand how to create S.M.A.R.T. goals -

Specific, Measurable, Attainable, Realistic and

Timely.

NoAccountability

How will you know if your program has been a

success if you do not follow up? How will

participants know if they are improving withoutfollow-up feedback? Plan to solicit additional

feedback six to twelve months after the initial

data are collected.

No Follow-Up


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Conclusion

360 degree feedback experts suggest there be a neutral party or a Human Resource representative

to be available if an employee feels uncomfortable or upset.

In order to set specific goals, a plan should be drawn up of how to execute the 360 degreefeedback delivery.

There should also be a list of goals that the employer or company would like to see. For example,What is the consensus of the companys standing with thepublic?

360 degree feedback is also suggested to be followed up within year of the first assessment. Indoing so, the employer or company will be able to see if there were results after giving suchfeedback.

For many people, receiving constructive criticism is imperative to developing their leadership andteam building skills.

Once an employee has been told of their strengths and weaknesses, they will be more susceptible toworking on their weaknesses.

360 degree feedback is an incredibly effective way to discover strengths and weaknesses through thecompany or management and to learn what needs to be changed for a more productive company.


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Use 360-degree Feedback to Give

Your Employees a Voice

Thank You

360 feedback final

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