360 Degree Feedback
360 Degree Feedback is a system or process in which employees
receive confidential, anonymous feedback...
2. 360 Feedback as a Performance Appraisal Tool to measure employee
performance
Using a 360 degree feedback system for Per...
Define corporate competencies
The multi-rather feedback enables the employee to be aware of his
performance within the com...
Therefore, the multi-ratter feedback, not only influence the organisation’s
overall activity, it’s also enables it to achi...
That is, different employees interact in different ways with the person being
reviewed-Subordinates observe different beha...
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360 degrees feedback

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Transcript of "360 degrees feedback"

  1. 1. 360 Degree Feedback 360 Degree Feedback is a system or process in which employees receive confidential, anonymous feedback from the people who work around them. This typically includes the employee's manager, peers, and direct reports. How is 360 Degree Feedback Used? Companies typically use a 360 feedback system in one of two ways: 1. 360 Feedback as a Development Tool to help employees recognize strengths and weaknesses and become more effective When done properly, 360 is highly effective as a development tool. The feedback process gives people an opportunity to provide anonymous feedback to a co-worker that they might otherwise be uncomfortable giving. Feedback recipients gain insight into how others perceive them and have an opportunity to adjust behaviours and develop skills that will enable them to excel at their jobs.
  2. 2. 2. 360 Feedback as a Performance Appraisal Tool to measure employee performance Using a 360 degree feedback system for Performance Appraisal is a common practice, but not always a good idea. It is difficult to properly structure a 360 feedback process that creates an atmosphere of trust when you use 360 evaluations to measure performance. Moreover, 360 feedbacks focus on behaviours and competencies more than on basic skills, job requirements, and performance objectives. These things are most appropriately addressed by an employee and his/her manager as part of an annual review and performance appraisal process. It is certainly possible and can be beneficial to incorporate 360 feedbacks into a larger performance management process, but only with clear communication on how the 360 feedback will be used. Importance of 360 Degree Feedback The360 degree feedback as said above is a method of performance appraisal and thus it enables the organisation to evaluate its workers from different view points. Its different contributions to the prosperity of an organisation cannot be left aside and these will be explained below.
  3. 3. Define corporate competencies The multi-rather feedback enables the employee to be aware of his performance within the company. This concept enables organisation to be aware of the skills the different employees have and thus they can set up a strategy to meet employees individual goals and boost overall corporate productivity.  Increases the focus on customer service  Its support team initiatives  Create a high-involvement work 360 degree feedback advantages & dis advantages The 360 degree feedback mechanism gets its name from the all-around feedback on competence –based performance. The success of this system relies on how it is designed, how communications are handled regarding the goals of the program. Advantages 1.Organization-the The 360 degree feedback benefits the organisation in the fact that it provides an overall view of the performance level of its employees. Its provide company vital information about the work force strengths and weaknesses. This can be done by developing and providing adequate training It’s also developer the better relationship with suppliers, shareholders.
  4. 4. Therefore, the multi-ratter feedback, not only influence the organisation’s overall activity, it’s also enables it to achieve goals. 2. INDIVIDUAL GROWTH The 360 degree feedback provides is that it allows the individual to know about how she/he is performing within the organization.  This provides the worker to know how his work is perceived from different point of view.  It is enriching experience for the worker to question himself, to see if his performance is coherent with the organisation’s culture, polices and goals. DISADVANTAGES  Dishonest feedback  Is that employees may not feel comfortable offering frank opinion of supervisors  This also tends to happen in employee-to-employee evaluations. Consistent interpretation The another major challenges in The 360 degree feedback process is , “as each ratter sees a different behavior, how do we know the basis upon which the ratings are observed?
  5. 5. That is, different employees interact in different ways with the person being reviewed-Subordinates observe different behaviorsAdditionally; customers have different views on how an employee is expected behave. While, you can gain insight on perceptions of the employee from all around, acquiring a consistent interpretation of both positive and negative behaviors is challenging.

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