360 DEGREE FEEDBACK

Contents
• What is 360 degre feedback
• Advantages and disadvantages
• Performance development reviews
• Constructive reviews
 360 Degree Feedback

• 360 degree feedback, also known as 'multi-

rater feedback', is the most comprehensive
appraisal where the feedback about the
employees’ performance comes from all the
sources that come in contact with the
employee on his job
• 360 degree respondents for an employee can
be his/her peers, managers (i.e. superior),
subordinates, team members, customers -
anyone who comes into contact with the
employee and can provide valuable insights
and information or feedback regarding
the "on-the-job" performance of the
employee.
 Components

• 360 degree feedback has four integral

components;

1.Self appraisal
2. Superior’s appraisal
3. Subordinate’s appraisal
4. Peer appraisal.
 Also Known as
• Full circle feedback
• Multirater feedback
• Multi level feedback
• Upward appraisal
• Peer review
 Features
• Improved Feedback From More Sources
• Team Development
• Personal and Organizational Performance
Development
• Responsibility for Career Development
• Reduced Discrimination Risk
• Improved Customer Service
• Training Needs Assessment
 Traditional Methods

• Essay appraisal method

• Straight ranking method
• Paired comparison
• Critical incidents methods
• Field review
• Checklist method
• Graphic rating scale
• Forced distribution
 Can Be Used For…
• Self-development and individual counseling
• Part of ‘organized’ training and development
• Strategic or organization development
• Incentives
 Pre-requisites
• Top management backing
• Communication of goals
• Training employees
• Learning to receive feedback
• Change in organizational culture
• Start small and move slow.
 Uses
• Employee Development
• Performance Appraisal
• Performance Management
• Training Need Assessment
• Evaluation of Training
• Attitude survey
• Organizational Climate Study
• Customer satisfaction Survey
 Steps
• PHASE-I: organizational analysis
• PHASE-II: Questionnaire designing
• PHASE-III: making the staff aware
• PHASE-IV: conducting the activity
• PHASE-V: Analysis of data
 Step1: Develop a Questionnaire
• Describe one behaviour in one question
• Maintain consistency
• The items in the questionnaire may developed
to measure different dimensions of job
performance
• Also include one or more open ended
questions
• Estimate the amount of time to complete the
questionnaire.
 Step 2:Ensure Confidentiality of
Participants
• Feedback results should be confidential
• Comments may be summarised or averaged to
mask the identity.
• Confidentiality helps to ensure that the results
are genuine.
Step3:Provide Training /Orientation
• Provide training programmes to the persons
who are giving feedback
• Employees should be informed well about 360
the appraisal.
• Also provide samples of questionnaire items.
 Step 4:Administer the Feedback
Questionnaire
• Distribute the questionnaire with instructions.
• Can post the questionnaire in intranet for easy
access.
• Monitor the progress.
 Step 5:Analyse the Data
• Ratings should be provided for each item.
• Individual’s strength and weakness can be
shown .
• Recommendations for development should
also include.
• Department wise analysis also can be done
 Step6:Develp and Distribute
Results
• Feedback results should be shared with the
employee
• Can provide individual review sessions or
group workshops.
• Helps in developing appropriate goals and
objectives.
 How to Do It Effectively
• Define what you want to evaluate
• Be specific with your questions
• Determine how results will be published
• Test,Revise,Finalize
 How It Works
• Likert scale
• Open-Ended Questions
• Distribution
• Collection
 Benefits
• Increased self-awareness, by understanding
how your behaviour is perceived by others,
and comparing this perception with your own
self-assessment of your own work behaviour.
• To identify and build upon the strengths that
you are currently exhibiting
• Improved customer service
• Participative in nature. So improve quality of
HR decisions
 Contd…
• To identify priority areas where you might
change your behaviour in order to improve
your work performance and organizational
effectiveness.
• More focused learning and development
activities, and increased individual ownership
for self-development.
 Drawbacks
• It is not a validated or corroborated technique
for PA.
• Personal bias
• It is often time consuming and difficult to
analyze the information gathered.
• The results can be manipulated 
• Can have an adversly effect on the motivation
and performance
 Requires resources like time and financial
resources.
• Requires commitment to the top management
• Requires planned implimentation and follow
up.
• can be adversely affected by the customers
perception of the organisation
• Lack of knowledge from the part of the
participants.
Performance Development Reviews
• An annual performance review involves a
formal discussion about an employee’s
development and performance.
• It is a planning process.
• Involves setting a plan of action for the next
period and reviewing what has been achieved
in the last period.
 Factors discussed can be
• Work conduct
• Key performance indices
• Work plans
• Roles and responsibilities
• Training/learning
• Compensation
• Position descriptions
 Features
• Annually, quarterly or six monthly
• Two way process
• Single raters or multiple raters
• Paper based system or computer based.
 Constructive Reviews
• Responding in a thoughtful, objective and
proactive manner to a job performance review
will make the experience a positive one. If the
employee take the attitude that he can learn
from a performance review,it is a constructive
review.
Steps taken for constructive review
• Read the review carefully
• Try to read it objectively
• Remember that everyone has areas that could
be improved upon
• Respond if required
• Ask questions if you need more information
• Consider asking for training in any areas that
you were rated in need of improvement.
 PHILIP’S HI-LO MATRIX

Problem children Stars

potential

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Planned Separation Solid citizen
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L H
performance
 Other Examples
• Review Appriasal at Cadbury
• Psychometric test at Glaxo
 Thank U…….

THANK U…..