180 degree feedback involves collecting feedback about an individual employee from that person's direct reports. It is done using a set of competencies and requires the employee to do a self-assessment as well. Benefits include better performance, morale, motivation, retention, and organizational performance. It also addresses challenges like abuse and opens communication between employees and managers. Implementing a 180 degree program requires communicating the reasons for changes and giving time to prepare for new evaluation methods. Outside consultants can help improve performance conversations and ensure the university gets the most from 180 degree evaluations.

1. 180 DEGREE FEEDBACK

2. What is 180 degree feedback
180° feedback is when an individual invites
feedback from one particular area of their
working lives, most commonly this being
manager's direct reports. This feedback is
usually based on a set of competencies or
behavioral statements and requires the
individual to also complete a self-
assessment.

3. Benefits of 180 degree feedback
•Better employee performance
•Improved morale
•Higher motivation
•Stronger employee retention
•Enhanced organizational performance

4. Benefits of 180 degree Cont’d
• 180-degree appraisals, in particular, can address a
variety of challenges that the University
encounter, such as employees who feel abused or
victimized by their bosses and supervisors who
dislike performance discussions.
• It sparks effectively opening up communication
between employees and their managers.
• Open lines of communication between
employees and their managers/supervisors.

5. Benefits of 180 degree cont’d
• A 180 degree assessment provides an
appropriate environment for conducting a
performance gap analysis since it allows firms
to clearly discuss areas where an employee is
deficient and develop plans to solve them.

6. How to Implement a 180 Degree
Assessment Program
There will almost certainly be some
opposition and barriers along the way. Filling
out a self-assessment takes time, and
scheduling and holding performance review
sessions can take up a lot of time for
managers with several employees. It's critical
to communicate openly with all employees
about why such changes are being
implemented, as well as to give everyone
ample time to prepare.

7. How to implement a 180 degree
feedback program cont’d
• When it comes to changing the University’s
performance evaluation method; we should
partner with an external certified coaching partner
and employee development provider will be quite
beneficial.
• These services will assist us in removing the
emotion that frequently covers-up the
performance review process, allowing for open
talks and the establishment of development plans
that are based on measurable goals and objectives.

8. How to implement 180 degree cont’d
• These outside consultants can assist the
University in improving its present and future
performance conversations and ensuring that
we get the most out of the 180-degree
evaluation.
• A 180 performance review survey can be
completed quickly (in a day or two, on
average) with no follow-up time or effort
required.

9. Conclusion
In general, 180 degree feedback is more affordable
than 380 degree feedback, making it the best option
for the university.

10. Any questions