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Category: 360 Degree Feedback

  • Performance-monitoring system: 360 Degree Feedback 3

    In the last byte, we looked at how the various inputs from stakeholders in a 360 degree feedback could give a comprehensive view of the individual’s performance. In today’s byte we look at how we can improve the effectiveness of the 360 degree feedback.

    We can look at the improvements in 2 broad categories:

    1. Addition of a Systemic Coaching component into the 360-degree feedback
    2. Separation of the performance feedback component from management development component.
    By focusing on enhanced self-awareness and behavioral management, the feedback – coaching model can enhance performance overall, as well as satisfaction and commitment and reduce the turnover of people.

    On the separation aspect, feedback component should emphasize quantitative feedback and performance measures, while the management development component should emphasize qualitative feedback and competencies for development.

  • Performance-monitoring system: 360 Degree Feedback 2

    In the last byte, we began our discussion on the 360 degree feedback, in today’s byte, we continue the discussion.

    By incorporating the inputs of all the stakeholders, we get a well-rounded view of the performance. This improves the accuracy of performance appraisal as it is based on multiple sources of information.

    It is extremely possible that an individual might be presenting a very positive, compliant and deferential performance to the superior. He/She might be completely indifferent to the peers and could be seen as demanding, abusive and cruel by the followers! Thus a 360 degree feedback could give a lot of information that otherwise doesn’t surface!

    Thus we could define 360 degree feedback as a process of self-evaluation and evaluation by a manager, peers, direct reports, and possibly customers!

    In the next byte, we look at how we can enhance the effectiveness of 360 degree feedback.

  • Performance-monitoring system: 360 Degree Feedback

    In the last byte we looked at how one would require providing feedback as part of the performance appraisal process. In today’s byte, we look in detail about 360 degree feedback.

    If we look at our work, we find that we engage with various people at different level. Each of the interactions expects a certain standard of behavior, and 360 degree feedback helps get this. The various stakeholders we interact could be classified into:
    1. Superiors
    2. Peers
    3. Followers
    4. Customers.

    The following diagram could help understand the reason we call it a 360 degree feedback