360 Degree Feedback

Chapter 10, Managing Performance by Michael Armstrong & Angela Baron

Introduction and Definition

360 Degree Feedback: to supplement or even replace conventional forms of performance assessment Research shows that in practice, it is mainly used for development purpose Definition: It is a multi-source process of assessment of individuals and teams by different people including supervisory authority, subordinates, colleagues (peers), customers or clients

Various Uses of 360 Feedback

Mostly used for self-development or Management development programs Seldom used for ratings associated with pay raise decisions To align behaviors and leadership capability Should ideally be an informal process Possible Uses of 360 Feedback Developmental Purpose Appraisal Purpose Pay Purpose

The Rationale for 360 Feedback

Traditional top-down approach to assessment is limited Different perspectives on assessment eg. Staff, colleagues, customers etc Creates increased self-awareness which leads to developing leadership qualities An important and powerful organizational intervention to assessing performance Holistic (more inclusive more performance dimensions covered) Less possibility of biased performance assessment

360 Feedback Methodology

1. The Questionnaire: covering a list of criteria, competencies or key performance requirements. Feedback generally anonymous, but the ratee may chose his raters Feedback in the form of summary or a one-toone discussion (people especially skilled in feedback skills) Generally captures following areas of performance Leadership Team player/Manage People

360 Feedback Methodology

2. Ratings:
3. Data Processing: use of soft wares to
save, analyze and interpret data (graphic and numeric presentation) 4. Feedback: anonymous or not depending upon corporate culture

5. Action: depends on what is the purpose

of the feedback

Development & Implementation

1. 2. 3. 4. 5. 6. Define objectives Decide on Recipients Decide on who will give the feedback Decide how feedback will be given? (anonymous, hard copy, verbal?) Decide on criteria of performance (areas of work, behaviors, competencies) Decide on method of collecting data (software built in-house, consultant, or offthe-shelf) Decide on data analysis and presentation Decide on how the data will be used?

7. 8.

360 Feedback
Advantages: 1. One gets a broader perspective on how one is perceived by others 2. Better realization of ones strengths and weaknesses 3. More reliable feedback 4. New insights about ones performance 5. Clarity about critical performance and competency requirements 6. Key developmental areas for individuals identified 7. Managers are more aware of how they impact

360 Feedback Criteria for success

Support of top management General support within organization Use for development purpose Properly designed and simple and understandable questionnaire Clarity about purpose and methodology through effective communication and trainings Open trusting culture Minimum bureaucracy