360 Degree feedback system

3 6 0 D E G R E E F E E D B A C K S Y S T E M

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• Explain What is 360 Degree Feedback
• Explain the Uses of 360 Degree Feedback
• List the Advantages 360 Degree Feedback
• List the Disadvantages of 360 Degree
Feedback
• Describe What is an Effective 360 Degree
Feedback Appraisal
• Explain the Process of 360 Degree
Feedback
• Describe the Problems of 360 Degree
Feedback Appraisal
• Explain the Development Options after

90 Degree
This is the most basic form of appraisal. The appraiser/manager gives their evaluation of the employee.
There is no self-evaluation. It’s one way and top down.
180 Degree
A 180 degree appraisal process involves the appraisee completing a self-evaluation form. The employee
rates him/herself and gives feedback on their own performance. The self-appraisal is discussed and
agreed with the appraiser during an appraisal review meeting. Once the information is agreed by both
the appraiser and appraisee the appraisal is signed off.
270 Degree
The 270 Degree appraisal adds one more dimension and involves 3 groups of people: The
appraiser/manager, the appraisee (self-appraisal) plus feedback gathered from peers or subordinates.
360 Degree
A 360 degree appraisal involves 4 groups of people. The appraiser/manager, the appraisee (self-
appraisal) plus feedback gathered from peers and subordinates or customers/clients.
540 Degree
A 540 degree appraisal adds an external element as feedback is also collected from customers or
clients. It has 5 dimensions: appraiser/manager, the appraisee (self-appraisal), peers, subordinates and
customer/clients.
720 Degree
A 720 degree appraisal is basically a 360 degree appraisal performed twice. A second 360 degree is
performed at a timely interval and compared against the results of the first 360 degree appraisal.

WHAT IS 360 DEGREE FEEDBACK?
360-degree feedback is an appraisal or assessment
process
used to improve managerial effectiveness by providing
the
manager with a more complete assessment of the
employee’s
effectiveness, his performance and development needs.
360 degree feedback is also known as Multi-rater
feedback,

ADVANTAGES OF 360 DEGREE FEEDBACK
• It encourages participation of all and thus makes HR decisions more qualitative.
• It pinpoints the favoritism and biases of the supervisors present in conventional appraisal
systems.
• The employees find 360 degree feedback more acceptable than the traditional feedback
approaches.
• 360 degree feedback is more impartial and objective than a one-to-one assessment of employee
traits.
• It concentrates and stresses upon internal customer satisfaction.
• It broadens the scope for employees to get various says for enhancing their job role,
performance, and views.
• It can act as a supplement and not replacement to the conventional appraisal system.
• It can be motivating for the employees who undervalue themselves.
• It encourages teamwork.
• It is more credible as various people give almost same feedback from various sources.
• It brings into limelight the areas of employee development as it confirms the employee strengths

WHY 360 DEGREE
APPRAISAL PROGRAMS
FAIL?
The 360 degree feedback would fail
if it does not get the dedicated
commitment of top management and
the HR, resources (time, financial
resources etc), planned
implementation and follow up.

8-STEP 360 DEGREE FEEDBACK PROCESS
TIMELINE
The 360 degree feedback process may vary slightly from company to company, however, each
follow a similar schedule. Below we identify the 360 review timeline and give you an idea of how
long each step might take within your organization. From communicating the 360 process to re-
evaluating participants, you can use this schedule to develop your implementation plan
1) Communicating 360: As we have mentioned previously, it is crucial that you communicate
the process to all stakeholders. You will want to communicate the purpose of the 360, explain
the process and how feedback will be gathered and utilized.
TIME: It could take 1-3 weeks to communicate the process if in-person meetings are used with
employees, supervisors, managers and raters.

2) Selecting Raters: Selecting raters is one of the most important steps of the 360 feedback process. Participants
will need to choose enough feedback providers to ensure that the data is comprehensive and relevant. The number
of raters included will depend on the employee’s job function and working relationships.
TIME: It may take 1-2 weeks to choose raters including supervisors, direct reports, peers and perhaps external
clients.
3) Distributing Surveys: Using an online 360 feedback system will allow you to distribute the questionnaires quickly.
Participants will receive email notifications with instructions on how to start and complete the 360 feedback process.
At this stage, participants will assign questionnaires to their selected raters.
TIME: It may take up to 1 week to distribute the survey.
4) Completing Questionnaires: Having participants fill out and complete the review is the longest stage in the
process. The length of this step can depend on the number of raters involved, the employee’s job role and on the
organization. It is highly recommended that you establish deadlines at the outset of the process, to ensure all raters
have completed their survey in a timely manner.
TIME: It may take 2-4 weeks before all of the feedback is completed.
5) Producing Reports: Once all of the feedback providers have completed their questionnaires a confidential report
is produced. Depending on your company’s feedback delivery plan, the reports may be sent directly to participants or
results given in a one-on-one feedback session.

6) Facilitating Feedback: It is recommended that confidential feedback meetings be arranged
for each participant undergoing the 360 review. Feedback may be given in these sessions by
the employee’s manager or by a coach. These meetings allow for greater understanding of the
feedback report and an opportunity to discuss strengths and areas for improvement.
TIME: Depending on how in-depth you’d like the feedback sessions to be, each meeting could
take 1-2 hours per participant.
7) Completing Development Plan: Creating the development plan for each participant in the
review is the essence of the process. The feedback obtained from the 360 evaluation becomes
the basis for an actionable development plan. Reviewing the areas for improvement will identify
key areas for development for the employee. This gives the employee the chance to improve
their skills by using opportunities such as training, workshops, conferences, coaching,
mentoring, etc.
TIME: The completion of the development plan could take 1-2 weeks.
8) Re-evaluating: It is important to establish 360 degree feedback in your organization as a
process and not a one-off event. To do so, you should clearly communicate at the start of the
process that subsequent reviews will happen each year. Since specific goals and opportunities
were outlined in the development plan, it makes sense to check in on the progress of these
items. Re-evaluating participants enables you to see if any changes have occurred and also

Engage | Develop | Growwww.synergita.com Engage | Develop | Grow
Synergita –
360° Feedback Management
Bringing performance management -
Closer to your people &
Closer to your business

Engage | Develop | Growwww.synergita.com
• Organizations are increasingly using 360 Degree Feedback as a
part of leadership development process.
• Identify strength and area of improvements from other’s
perspectives. (Sometimes, perception is reality).
360 Degree Feedback

• With Synergita, it is very easy to conduct the 360 degree
feedback.
• Easy to setup, configure the form, administer the process and
generate reports.
• Point engagement (no need of signing up for a long-term).
Role of Synergita

Overall Flow
Define the
Feedback form
Select
Reviewers
Send the
feedback form
to reviewers
Obtain
Feedback
Collate data &
generate
reports

Setup (Before going live with employees)

• Setup CUSTOMER in Synergita as a tenant
• Setup organization structure, Designations, etc.
Organization Structure Setup

• Import employees (from Excel)
– Information needed:
• Employee Name
• Employee Number
• Employee Email address
• Designation
• Primary Manager First name
• Primary Manager Last name
• Primary Manager Email ID
• Primary Manager Employee Number
Employee Setup

Design the 360 Degree Forms
HR can provide the 360 degree survey forms to Synergita team.
Synergita team will import the form into the software. (HR can also do it on their own, without having to depend
on Synergita team).

• Customize the 360 degree report to your template
– Synergita provides an Excel format & PDF format. If it is okay, we can
just use the same. Else, we need to do a report in the format
provided by the customer.
Report Template

• Review all the notification language templates to suit customer
needs:
– Mail for approving the reviewers to the Primary Manager
– Mail to be sent back to employees after approval of the reviewers
– Mail to be sent to each reviewer for providing feedback
– Reminder mails to be sent to each reviewer
– Thank you mail after submitting the feedback to the reviewer
– Availability of final report to each individual
Customize the Notification Language

Employee Logs-in (Beginning of 360
Degree Survey)

Welcome Screen to the Employee

Clearly Defined “Todo” Actions

Provide Self Evaluation Feedback

Manager Logs-in

My Team’s Status View

Nominate/Approve Feedback Providers

Notifications
Once the reviewers are approved by the manager, they will get a notification
requesting them to provide feedback.

Reviewers Provide Feedback

HR will Log in to manage the survey
progress

Feedback Status Widget

Reports

Feedback Status Report

After The Feedback Submission by All
Reviewers:
Manager & HR can see the following
reports

Perception Analysis of Employees

Perception Analysis Report

Detailed Report of an Employee

HR can generate the report from Synergita,
do QA and freeze the final document.
Publishes it as PDF document.

Organization Level Reports

Strength & Weakness Report

After the Project Gets Closed
- We will remove the access rights for all employees
- Get confirmation from the customer to delete the tenant data from
the server
- Remove the data from the server
- Send a confirmation notification after removal of data.

360 Degree feedback system

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