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Uncovering The Truth
Uncovering The Truth
Uncovering The Truth
Uncovering The Truth
Uncovering The Truth
Uncovering The Truth
Uncovering The Truth
Uncovering The Truth
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Uncovering The Truth

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  • Hey Jack, You are so far down the list...........just getting here.........I have been in agencies that have used this. I have mixed feelings with peer reviews, it was good to hear your take on it and the importance of stating the purpose upfront. Thanks for sharing-kim
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  • These are great tools.....they clearly measure how people perceive the actions and behaviors you portray. If you clearly understand what you are 'showing' you might change what you are doing!
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  • Great job Mike! We use this for upper management spots at my employer. Do you think peers will trash someone they see as a threat?
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  • 1. Jack R. Smith HRD 880 Research Concepts and Skills Professor Stephen Bronack, PH.D. Uncovering the Truth Using Practice and Research to Better Understand the Responses of the 360-Degree Feedback Evaluation
  • 2. Definition <ul><li>Also known as multisource feedback, 360-degree feedback has been defined as “evaluations gathered about a target participant from two or more rating sources, including self, supervisor, peers, direct reports, internal customers, external customers, and vendors or suppliers”. </li></ul>
  • 3. Frequent Users <ul><li>Power player fortune 1000 companies </li></ul><ul><li>Organizations targeting a special performance issue </li></ul><ul><li>Businesses looking to improve managerial performance </li></ul><ul><li>Company striving to standardize a feedback-rich environment </li></ul>
  • 4. Pros <ul><li>Feedback comes from peers, not in traditional top-down format </li></ul><ul><li>360-Degree can promote feedback within a team </li></ul><ul><li>Managers respect subordinate feedback </li></ul><ul><li>Evaluation occurs on regular schedule </li></ul><ul><li>Does not interfere with typical performance appraisal </li></ul>Reasons why the 360-degree evaluation works so well
  • 5. Cons <ul><li>Managers compensating for underperforming employees </li></ul><ul><li>Senior management implemented due to latest management trend </li></ul><ul><li>Costly development and implementation process </li></ul><ul><li>Possible side effects of or reactions to given feedback </li></ul><ul><li>Employees show resistance &amp; distrust </li></ul>Possible downside/pitfalls to the 360-degree feedback evaluation
  • 6. Possible sources of feedback <ul><li>Self </li></ul><ul><li>Peers </li></ul><ul><li>Internal Customers </li></ul><ul><li>External Customers </li></ul><ul><li>Direct Reports </li></ul><ul><li>Supervisor </li></ul><ul><li>Suppliers or Venders </li></ul>
  • 7. Arguments <ul><li>Have clear defined purpose </li></ul><ul><li>Ensure proper training </li></ul><ul><li>Use no substitutes </li></ul><ul><li>Include key stakeholders </li></ul><ul><li>Implement &amp; repeat but don’t overlap </li></ul>
  • 8. Contact Info Jack R. Smith [email_address] [email_address]

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