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Best Practices for 360 Feedback projects


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In this recorded live session, we share six best practices for successful 360 feedback. At the end of the session, this is a question and answer session with the panel.

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Best Practices for 360 Feedback projects

  1. 1. Best Practices in 360 Feedback The Challenge of Doing it Right Audio - 760/569-0800 Access code - 776274#
  2. 2. 360º Feedback Best Practices Panel of Experts • Mark Spool • Rogene Baxter • Rick Stamm • Susan Stamm 2
  3. 3. 1 Is Your Organization Ready for 360?
  4. 4. 360º Feedback Best Practices Readiness for Feedback A recent reorganization Unfamiliarity with 360 Climate of Mistrust Inexperience giving & receiving feedback Fear, rumors, urban legends 4
  5. 5. 360º Feedback Best Practices Goal: Develop a culture of Feedback Don’t rush it Use a Readiness Survey Educate organization- how used Use 360 only for development 5
  6. 6. 360º Feedback Best Practices Readiness Survey Surfaces concerns Clears up false information Target education Survey itself is an intervention 6
  7. 7. 360º Feedback Best Practices Readiness Categories Feedback Climate Awareness and Acceptance Feedback Practices Development Practices 7
  8. 8. 360º Feedback Best Practices Pilot 360 Programs Begin at the top Executives role model how to receive feedback Should never target problem performers! Should be visible 8
  9. 9. 360º Feedback Best Practices Orientations Make a huge difference in readiness, quality of data, participation Offer to both subjects and raters Provide ways for everyone to get the information 9
  10. 10. 2 Design With End in Mind
  11. 11. 360º Feedback Best Practices Upfront Planning Reason for doing the 360 Who is involved and their role Who sees the results Questionnaire Communications Format of report Delivery of results Accountability 12
  12. 12. 360º Feedback Best Practices Who Sees the Results Recipient (ratee) alone? Boss? HR? Pros and Cons Depends on culture and use 13
  13. 13. 360º Feedback Best Practices Questionnaire Items – competencies, behaviors, length Rating scale & open-ended questions Pilot test – understanding, IT issues, time to complete # of days available to complete 11
  14. 14. 360º Feedback Best Practices Communications Explanation of 360 to recipients Notification of raters Orientation for recipients and raters 14
  15. 15. 360º Feedback Best Practices Delivery of Results In person or over phone Who delivers feedback Timing (when & how long) Next steps 15
  16. 16. You’re Invited! Showcase Webinar Tour of two products: 20/20Insight DiSC 363 for Leaders Mark Your Calendar: Wednesday, April 25 @ Noon ET 9AM PT
  17. 17. 3 360 Is Not Just for Problem Performers
  18. 18. 360º Feedback Best Practices Problem Children OnlySyndrome Do you think others are unaware? Defines the application for 360 Removes the possibility of truly being developmental What if I am nominated? 18 15
  19. 19. 360º Feedback Best Practices Everyone Needs Feedback ✓People actually desire feedback! ✓A lack of feedback sends a message too… 18
  20. 20. 360º Feedback Best Practices Level 3 Evaluation Kirkpatrick 4 levels of program evaluation Level 3 – behavior change Use 360 for pre-and post-evaluation of behavior as viewed by stakeholders ASTD Info-Line 19
  21. 21. 360º Feedback Best Practices Succession Planning Identify emerging leaders Evaluate organizational roles 20
  22. 22. 360º Feedback Best Practices Values Clarification • Employee alignment with organizational values 21
  23. 23. 4 To Norm or Not to Norm?
  24. 24. 360º Feedback Best Practices What is positive/negative? Absolute Values Internal Norms Relative Scores Trend Comparisons External Norms 23
  25. 25. 360º Feedback Best Practices The Case for External Norms Determining if something is positive or negative Prioritize action/ resource allocation Companies feel a need to check themselves to see how they rate to the competition 24
  26. 26. 360º Feedback Best Practices The Case Against Norms Aren’t accurate or comparable Aren’t available for items Have own standards of excellence Other ways to know what is positive or negative that are better 25
  27. 27. 360º Feedback Best Practices Our Position External Norms are over-rated Ask wrong questions Can lead to complacency 26
  28. 28. 5 Use Supplemental Interviews
  29. 29. 360º Feedback Best Practices Purpose of 360 To obtain objective and useful information that enables an individual to improve … better in current job or prepare for next job 28
  30. 30. 360º Feedback Best Practices Ratings & Comments may not be enough Purpose-Supplemental Interviews: Get underneath comments Determine the most important areas Find out the impact if not improved 29
  31. 31. 360º Feedback Best Practices Conducting Supplemental Interviews Confidential Sample of 3-4 raters (not revealed) About 30-45 minutes over phone Use probing questions Identify themes Get at the “so what” of behavior 30
  32. 32. 360º Feedback Best Practices Share at Feedback Session Reveal themes, not what a person said Link to the category measured Explain the “so what” Describe the desired behavior Provide practical suggestions on how to improve 31
  33. 33. 360º Feedback Best Practices Supplemental Interviews Can add a lot of meaning to the feedback Can help fuel the motivation to be/do better 32
  34. 34. 6 Build in Sustainability for Change
  35. 35. 360º Feedback Best Practices As You Begin the Process Clarify expectations Ask for/address concerns: - confidentiality - how this information will be used Assure objective, observable feedback 34
  36. 36. 360º Feedback Best Practices Let Them Know: Support is Key Describe the plan for support: ‣ individual development plan ‣ follow-up ‣ coaching ‣ mentoring ‣ training 35
  37. 37. 360º Feedback Best Practices Prepare Them for the Report Discuss with them: How do they receive positive feedback? How do they hear constructive criticism? 36
  38. 38. 360º Feedback Best Practices Integrate Reinforcement Choose one or two areas for improvement Identify resources for development - job aids - books, articles and blogs - DVDs 37
  39. 39. 360º Feedback Best Practices Return on Your Investment Watch for progress with their development plan Be an encourager Formally evaluate their plan periodically Adjust the plan as needed Keep them accountable 38
  40. 40. Best Practices in 360 Feedback The Challenge of Doing it Right This presentation brought to you by: 20/20Insight and DiSC 363 for Leaders Questions?