360 DEGREE FEEDBACK SYSTEM 1

360 DEGREE FEEDBACK SYSTEM

Introduction:-

Most business implements top-down performance appraisal systems.

In the late 20th century, top-down performance reviews were seen incomplete,

subjective and arbitrary.

In the late 1980s, some companies thought that the best feedback system would be

360 degree feedback.

Jo-Hari Window:-

Most common model to demonstrate the challenge of self-awareness.

Named after Joe and Harry

Explanation

1. In the first row, were things that one “saw” or knew about oneself.

2. In row 2 were things that one did not see about oneself.

3. When individuals saw the same things that others saw about them, it was

called “public information”.

4. The things individual chose to not reveal to others were private information.

5. The most important column that individuals failed to see about

themselves .Those were called “blind spots”.

6. 360 degree feedback came into a solution to reduce these blind spots.

* 2-researchers noted that people were categorized into 4 types- “knowers”,”thinkers”,”learners”

&”under slanders”. People who “learn” things were often the most open to data that could help

them grow & “knowing” would be less open to using a 360 degree feedback system.

360 DEGREE FEEDBACK SYSTEM 2

360 degree feedback issues:-

Who should initiate the process?

Who nominates the people to provide feedback?

What is the framework or model around which the feedback revolves?

What scales should be used?

Should qualitative data be included?

Who has access to data?

Should the data be linked to performance appraisal?

How often should employees utilize the process?

How can companies’ best introduce the system to employees?

How much time energy should go into this process?

What are the benefits to the individual and to the corporation?

How could aggregate data or “average profiles” be used?

Should instruments be paper-based? Web-based?

Developing 360 degree feedback system:-

The company needs to decide the exact purpose of using 360 degree feedback-

performance appraisal, planned intervention or personal development.

It should be highly confidential

There is issue regarding what kind of feedback to give.

Instruments for feedback-paper-based or web-based.

Critical mass necessary to generate a report:-

2 elements are necessary before any summary report would be made available.

360 DEGREE FEEDBACK SYSTEM 3

First, the individual has to complete a self-assessment.

Second, at least 2 other respondents must complete their assessments.

Individual receives feedback via email.

Frequency:-

Employees might wish to get feedback every 12 to 24 months.

Analysing the data:-

A 360 degree feedback report can be interpreted in many ways like:-

1. Keep, lose & add.

2. General gaps

3. Checking priorities

4. Manager gaps

5. Peer gaps

6. Subordinate gaps

7. Level difference

8. Highs & lows

Conclusion:-

360 degree feedback process is a partnership between an individual’s desires & efforts to learn &

grow & the ever changing needs of the corporation.