The document discusses 360 degree feedback, which involves anonymous feedback from managers, peers, direct reports, customers, and the individual being evaluated. Each person completes an online survey measuring competencies. Feedback is used to better understand strengths/weaknesses and create development plans. 360 degree feedback can be used for individual development, administrative decision making, and organizational development. It provides benefits like increased self-awareness, career management, communication, and customer service. Factors linked to success include fostering growth, treating criticism positively, and proper implementation. Benchmarks is a 360 degree feedback tool that helps identify strengths/needs and provides a comparison to external norms across various competencies.

1. 360 degree feedback as
performance Tool :
PRESENTED BY:
AFRA

2. • Meaning of 360° feedback
• 360° feedback, also known as multi-rater feedback, is
a process in which one person, often referred to as the
subject, receives anonymous feedback from the
people that he/she works with.
• The people involved in the feedback process can
include, but are not limited to, managers, peers, direct
reports, customers, and the individual being
evaluated.
• Individual ratings and feedback are typically provided
by at least 6 – 12 people. All responses are aggregated
to ensure that each person's individual responses
remain confidential.

3. • Each person involved in the 360° process
completes an online survey that measures a broad
range of work-related competencies.
• Ratings, or scores, are provided for each question
and written comments are included to supply
more in-depth information for the individual
being rated.
• The information collected from the 360° process
is used to get a better understanding of
individual strengths and weaknesses and assists
in creating personal development plans based on
the feedback from multiple sources.

4. Typical uses of 360° feedback:
• 360° feedback can be used for many purposes; however,
there are three major purposes, or goals, for using 360°
feedback.
• Individual development:
Individual development is the most popular use of 360°
feedback. The feedback collected during the 360°
process helps increase individual levels of self-awareness
while providing data that is used in personal
development plans. When used for individual
development, coaching is often incorporated into
the feedback process.

5. • Administrative decision making:
360° feedback can be used to assist in making both
individual and organizational decisions. 360° feedback
can be used as part of a company's performance
management system to provide performance-based
feedback on employee performance. The information
collected in the 360° process can also be used to assist
with succession planning decisions.
• Organizational development:
360° feedback can assist with many organizational
interventions such as: teamwork, communication, and
increasing customer feedback.

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Using 360 degree feedback questionnaires can benefit all parties involved in
the process. Some of the key benefits to stakeholders in the 360 degree
feedback process are as follows:
Benefits to the Individual
Process helps individuals understand how others perceive them
Personal development needs are revealed
Feedback is essential for learning
Individuals can better manage their careers and performance
Benefits to the Team
Increases communication between team members
Supports teamwork by involving team members in the development process
Benefits to the Company
Better career development for employees
Promote from within Improves customer service by having customers
contribute to the training
Drives training

7. • What does 360° feedback measure?
• 360° feedback is used to measure numerous work-related
competencies and behaviors.
• Examples of competencies used in the 360° process
include, but are not limited to: leadership, communication,
teamwork, listening, developing others, customer focus,
strategic planning, communicating the vision, and building
relationships.
• Who can benefit from the 360° process?
• The 360° process can benefit anyone, at any level of the
organization.
• The 360° process can be used to provide performancebased feedback to CEO /presidents, senior
level executives, team leads, sales staff, and high potential
employees.

9. • Factors Linked to Success
• Organizations who experience success with the 360degree feedback methods have many
environmental attributes present.
• Some of these are:
• Organizational climate fosters individual growth
• Criticisms are seen as opportunities for improvement
• Proper framing of feedback method by management
• Assurance that feedback will be kept confidential
• Development of feedback tool based on organizational
goals and values
• Feedback tool includes area for comments Brief workers,
evaluators and supervisors about purpose, uses of data
and methods of survey prior to distribution of tool
• Train workers in appropriate methods to give and
receive feedback
• Support feedback with back-up services or customized
coaching

10. • Factors Linked to Failure:
• Many organizations have rushed into 360-degree
feedback without laying the foundation for success.
Typical errors include:
• Feedback tied to merit pay or promotions
• Comments traced to individuals causing resentment
between workers
• Feedback not linked to organizational goals or
values
• Use of the feedback tool as a stand alone without
follow-up
• Poor implementation of 360-degree tool negatively
affects motivation
• Excessive number of surveys are required of each
worker with few tangible results provided to
individuals

11. What is Benchmarking:
• Benchmarks is a 360-degree feedback tool that:
▫ Helps participants identify their strengths and
potential developmental needs through a confidential
feedback report
▫ Uncovers potential blocks to development – flaws or
failures which could lead to career derailment
▫ Provides a “benchmark” comparison to an appropriate
external “norm”
▫ Is a research-based, “assessment for development”
feedback instrument
▫ Is statistically reliable, valid, and comprehensive

12. What Does Benchmarks Measure?
Benchmarks Section 1
1.
Resourcefulness
2.
Doing whatever it takes
3.
Being a quick study
4.
Decisiveness
5.
Leading employees
6.
Confronting problem employees
7.
Participative management
8.
Change management
9.
Building and mending relationships
10. Compassion and sensitivity
11. Straightforwardness and composure
12. Balance; personal life and work
13. Self-awareness
14. Putting people at ease
15. Differences matter
16. Career management

13. What Does Benchmarks Measure
Benchmarks Section 2
Difficulty with interpersonal relationships
1. Difficulty building and leading a team
2. Difficulty changing or adapting
3. Failure to meet business objectives
4. Too narrow functional orientation