360-Degree Feedback

By : Paul Anthony Pascual

. and customers provide feedback to employees. superiors. peers.360 – Degree Feedback The 360-degree-feedback intervention is a process in which subordinates.

. or multirater. feedback has its roots in the fields of social psychology and organizational development (OD) • The OD building blocks of research and survey feedback provide the historical foundations for all 360-degreefeedbck interventions used in organizations today.• The intervention of 360-degreefeedback.

360 – Degree – Feedback Used • • • • Executive and management coaching Learning and Development Career Counseling Succession planning and development • Training needs assessment • Training Evaluation • Performance appraisal and evaluation .

.How many individuals should provide feedback? • Multirater interventions are based on the tenet that adequate sampling of those who can provide information and feedback will result in a reliable (consistent) and valid (accurate) picture of a person’s job performance.

knowledge. and abilities. .What competencies should be assessed? • A 360-degree feedback intervention should concentrate on specific competencies related to core business needs or jobspecific skills.

Feedback is typically sought from a person’s supervisor(s). direct reports. peers.Who should provide feedback? • The determination of who should provide feedback depends on the purpose of the intervention. and customers. .

it might be helpful to the feedback recipient to know which feedback came from his or her supervisor. However. ratings in a 360-degree-feedback intervention tend to be inflated (for example.How should individuals providing feedback be identified? • Research shows that when an individual rater can be identified. . when used in performance evaluation).

This decision is critical in determining the best way to present and deliver feedback. If the feedback is not presented (qualitatively or quantitatively) in a manner that enhances receptivity and minimizes defensiveness.• Practitioner who used 360-degree feedback interventions must determine in advance whether the feedback will be completely anonymous or merely confidential. . the entire intervention can be jeopardized.

When to use? • When individual or team behavioral change is required • When insight or self-awareness appears lacking • When multiple perspectives will provide a holistic picture .

When not to use? • When a high level of defensiveness exists on the part of the feedback recipient • When individual raters other than the feedback recipient’s supervisor can be identified (when anonymity cannot be maintained) • When the feedback results will be used in a manner other than initially contracted and intended .

and encourage open and honest twoway feedback .• When the intervention would be used by practitioners with limited or no training in handling 360degree-feedback • In organizational cultures that do not support. reinforce.

Thank You  .

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