360 Degree Feedback

360 Degree Feedback

360 Degree Feedback
Benefits of applying appropriate feedback will help in the
manager in people and task areas of development.
360 Degree Feedback
The most effective 360 degree feedback processes
provides feedback that is based on behaviours that
others around you can see.

This feedback provides insights and perspectives about the
skills and behaviours desired in the organization to
accomplish the mission, vision, and goals and live the
values.

The feedback is firmly founded on what the organisation
values and expects from their leaders and desires for
their people.
Conscious Competence
Learning Matrix

Benefits of 360 Degree Feedback

360 degree feedback allows each individual to understand
how their (current) effectiveness as an employee, co-
worker, or staff member is viewed by others.

The purpose of the 360 degree feedback is to assist each
individual to understand their strengths and weaknesses,
and to contribute insights into aspects of their personal
and professional future development.

Benefits of 360 Degree Feedback

Leadership is about defining a clear purpose, developing
measurable expectations, holding people accountable
for the results, and providing regular feedback so people
know where they stand and how to improve.

Consider airplanes flying on autopilot. When a plane is on autopilot the system
provides feedback every few seconds and the plane makes continuous
course corrections - so slight that the passengers don't even notice. But
what if that plane only received feedback once every twenty minutes? How
far off course would it be and how large a course correction would be
required to get the plane back on track? Frequent and specific feedback is
essential to provide guidance and improvement.
360 Degree Feedback

The following features will manifest themselves in well-
managed, well-integrated 360 degree feedback
processes.

Team Development:

Helps team members learn to work more effectively
together. Multi-sided feedback makes team members
more accountable to each other as they share their
perspective and knowledge that they will provide input
on each members performance.
Benefits of 360 Degree Feedback

Personal and Organizational Performance
Development:

360 degree feedback is one of the best methods for
understanding and addressing personal and
organizational developmental needs so that both
individuals and the organisation benefit from the
feedback process.

Benefits of 360 Degree Feedback
Responsibility for Future Leadership Development:

For many reasons, organizations are no longer
responsible for developing the careers of their
employees, if they ever were. Multi-perspective feedback
can provide excellent information to an individual about
what they need to do to enhance their vocational calling.

Additionally, many employees feel 360 degree feedback
is more accurate, more reflective of their performance,
and more validating than prior feedback from the
supervisor alone. This makes the information more
useful for both career and personal development.

Benefits of 360 Degree Feedback

Reduced Discrimination Risk:

When feedback comes from a number of individuals in
various job functions, discrimination because of race,
age, gender, and so on, is reduced. The "horns and
halo" effect, in which a supervisor rates performance
based on her most recent interactions with the
employee, is also minimised.

Benefits of 360 Degree Feedback

Improved Customer Service:

Especially in feedback processes that involve internal
and external people, each person receives valuable
feedback about the quality of their efforts and
communications. This feedback should enable the
individual to improve the quality, reliability, promptness,
and comprehensiveness of their future work efforts and
communications.

Benefits of 360 Degree Feedback

Training Needs Assessment:

360 degree feedback provides comprehensive
information about organisation training needs and is
foundational to future planning for classes, cross-
functional responsibilities, and training initiatives.

Refer to Reading;
360 Feedback: Strategies, Tactics, and Techniques for Developing Leaders
John E. Jones, William Bearley Published by Human Resource Developement Press, 1996

360 Degree Feedback
Guidelines to Follow when giving feedback

Giving tough feedback is difficult. But it can be positive if
we follow a few basic rules.

First, provide feedback when you see the undesired
behaviour.
Second, start by stating your positive intention.
Third, provide feedback about the person's behaviour, not
their personality.
Fourth, reinforce that behaviour has consequences.
360 Degree Feedback

Honest feedback is the heart of a relationship between any
quality team that cares about each other and their future.

As leaders, performance is our responsibility. If we fail to
give feedback then we suffer the consequences.

Feedback given with good intentions, a focus on behaviour
and its consequences, and the freedom of choice is a
powerful and positive tool.

360 Degree Management Model