Objectives of 360-degree Feedback Personal perspective   •   Answer the question, “How am I doing?”   •   Validate self-p...
360-degree Feedback Mechanism                         Manager                             Feedback              Feedback  ...
Detailed 360-degree Report
Detailed 360-degree Report     - Overall Rating
Detailed 360-degree Report     - Competency Feedback
Detailed 360-degree Report     - Gap Analysis View
Detailed 360-degree Report     - Hidden Strength View
Detailed 360-degree Report     - Blind Spots View
Findings of 360 Degree Feedback                         3. Effective                          Manager            2. Compan...
1. Working Relations     - Manage Upward           Manager               Feedback                          Self ~ Manager ...
1. Working Relations      - Manage DownwardSelf ~ Peers/Direct Reports+ve: Situation-ve: Humbleness=     Manage Downward  ...
1. Working Relations        - Causes and SolutionsSelf   Manager Peer/DR   Rating Diff.       Cause         Phenomenon    ...
Management Support: Coaching with Ratees1. Establish purpose and importance of the discussion      Be specific and concis...
Management Support: Coaching with Ratees4. Discuss most effective ways to handle situation      Develop a strategy to ach...
360 Degree Report ResponsesBeyondExpectation   Disappointed       SurprisedMeetExpectation                  Sad           ...
Johari Window                          FeedbackUnknown to                  Blind Spots               Unknown             B...
Bio of Donth Yau                       Over ten years of external and internal consulting                        experien...
Career plus - 360 degree feedback of performance appraisal by Donth Yau
Career plus - 360 degree feedback of performance appraisal by Donth Yau
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Career plus - 360 degree feedback of performance appraisal by Donth Yau

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Transcript of "Career plus - 360 degree feedback of performance appraisal by Donth Yau"

  1. 1. Objectives of 360-degree Feedback Personal perspective • Answer the question, “How am I doing?” • Validate self-perception • Correct self-deception • Facilitate personal growth and development • Develop multi-dimensional managerial-competencies Company perspective • Identify individual, group, and organizational development needs • Support current and future business objectives
  2. 2. 360-degree Feedback Mechanism Manager Feedback Feedback Feedback Peer Self Peer Direct Report Direct Report
  3. 3. Detailed 360-degree Report
  4. 4. Detailed 360-degree Report - Overall Rating
  5. 5. Detailed 360-degree Report - Competency Feedback
  6. 6. Detailed 360-degree Report - Gap Analysis View
  7. 7. Detailed 360-degree Report - Hidden Strength View
  8. 8. Detailed 360-degree Report - Blind Spots View
  9. 9. Findings of 360 Degree Feedback 3. Effective Manager 2. Company Competency 1. Working Relations
  10. 10. 1. Working Relations - Manage Upward Manager Feedback Self ~ Manager +ve: Overconfidence -ve: Expectation = Manage Upward Self
  11. 11. 1. Working Relations - Manage DownwardSelf ~ Peers/Direct Reports+ve: Situation-ve: Humbleness= Manage Downward Feedback Feedback Peer Self Peer Direct Report Direct Report
  12. 12. 1. Working Relations - Causes and SolutionsSelf Manager Peer/DR Rating Diff. Cause Phenomenon Solution MutualHigh Low + overconfidence Blind spot UnderstandingLow High - expectation Hidden Strength AlignmentHigh Low + Situation Blind spot DemonstratingLow High - Humbleness Hidden Strength Motivating
  13. 13. Management Support: Coaching with Ratees1. Establish purpose and importance of the discussion  Be specific and concise, refer to data / information that indicates a problem / opportunity exists  Be positive and in a non-threatening tone, look out for emotions  Maintain / enhance self esteem2. Discuss and clarify details about the situation  Seek input by using open-ended questions  Clarify information by provide details that staff did not know  Avoid judgment  Listen and respond with empathy3. Agree on desired outcome  Decide what is to be accomplished  Ask instead of tell
  14. 14. Management Support: Coaching with Ratees4. Discuss most effective ways to handle situation  Develop a strategy to achieve the outcome  Plan for potential roadblocks  Use individual’s ideas5. Summarize actions to be taken  Specify who, what, by when  Check for understanding  Acknowledge staff participation  Set a follow up date
  15. 15. 360 Degree Report ResponsesBeyondExpectation Disappointed SurprisedMeetExpectation Sad Excited Unhappy Happy
  16. 16. Johari Window FeedbackUnknown to Blind Spots Unknown Blind Spots Unknown Self DisclosureOthers HiddenKnown toOthers Public Public Hidden Strength Strength Known to Unknown to Self Self
  17. 17. Bio of Donth Yau  Over ten years of external and internal consulting experience in Human Resources, Training and technology, Donth is proficient in identifying organizational and people development needs and experienced in providing holistic and boutique solutions in corporate and talent management, team dynamics, leadership and management soft skills.  Donth holds a Master of Science degree in StrategicEmail: Human Resources Management and a Postgraduatedonth.yau@gmail.com Diploma of Human Resources Management in Hong KongMobile (+852): Baptist University. He obtained Graduation Academic93027186 Award 2008 and The Most Feasible Project Award 2011. He graduated from Hong Kong University of Science and Technology for the Bachelors Degree.  He is also an accredited administrator of MBTI® and Certified Behavioural Consultant of The Institute for Motivational Living, USA.

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