360-degree feedback

Gone were the days when a person known as manager was like master of judgment of your performance, ability and improvements, but now we have better tools in human resource for better judgment of performance, ability and improvements which is know as 360-degree feedback.

In human resources or industrial/organizational psychology, 360-degree feedback, also known as "multi-rater feedback," "multisource feedback," or "multisource assessment," is feedback that comes from all around an employee. "360" refers to the 360 degrees in a circle, with an individual figuratively in the center of the circle. Feedback is provided by subordinates, peers, and supervisors. It also includes a self-assessment and, in some cases, feedback from external sources such as customers and suppliers or other interested stakeholders. It may be contrasted with "upward feedback," where managers are given feedback by their direct reports, or a "traditional performance appraisal," where the employees are most often reviewed only by their managers.

Consider What Use will be made of the 360-degree Feedback
Before you begin to create a 360-degree feedback system, you need to be clear about your purpose in doing it. As the feedback is based on perception, it cannot be used to determine capability: someone’s innate ability to perform in a particular way either in the present or future. Their perceived capability may be low (or high) as a result of many different variables. It would be unfair to prejudice (or give an advantage to) someone because of something going on in their professional environment that prevented them from delivering results, or that falsely assisted them in doing so. However, what can be determined is how competence is perceived, which is extremely helpful when trying to determine someone’s effectiveness, planning development, or engaging in a career discussion. For this reason, 360-degree appraisals should not be used as the sole means of giving a promotion.

Considerations before you start 360 degree feedback

--- Purpose

--- Culture

--- Timing

--- Roll out

--- Confidentiality

The 360 degree process

a. Self-assessment

b. The raters

c. Number of raters

d. The questionnaire
i) Qualitative and quantitative data \

e. Feedback strategy

i) Feedback report

ii) Trained facilitators

iii) When feedback is communicated

f. Evaluation

i) Purpose

ii)Measures

By Nilesh Shah

 

[priya8888]

you are absolutely right sir, even there are many advantages of 360 degree feedback.
360-Degree feedback offers several advantages. Some of these include:

Benefits To The Organization:

1.It provides a more objective and acceptable feedback.
2.Very effective for developing leadership and other competencies considered critical for performing various Leadership and Managerial roles effectively.
3.Serves as a team-building tool as it is more involving and participative.
4.Promotes a culture of openness.
5.Promotes total quality with emphasis on internal and external customer orientation
6.Results in better quality of HR decisions for training and rewards.
7.Helps in identification of competency gaps and planning development interventions.
8. It is a good supplement to normal appraisals but not a substitute to them.

Benefits To The Individual:

1.Serves as a team-building tool as it is more involving and participative.
2.Helps to ascertain if your impact on others within the organization is in the desired manner/direction.
3.Enhances self-awareness.
4.Helps discover strengths, weaknesses and blind spots.
5.Provides direction for change and development.
6.Focuses attention on actions and behaviors valued by others; thereby improving work relations.
7.Helps discover areas where you have not yet made a significant impact.