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360 Degree Feedback
What is 360 Degree Feedback?
 360 degree feedback is a method and a tool that offers employees an opportunity to receive performance feedback from his or her supervisor and four to eight peers, reporting staff members and co-workers/team colleagues. It is also possible to include customers. The tool includes a self-assessment.
360 degree feedback allows each individual to understand how others view his or her effectiveness both as a manager and as a team member. The most effective 360 degree feedback processes provide detailed feedback based on behaviour patterns and skills that other employees can see.
How can it improve effectiveness?
- The process provides the company with a profoundly supportive, organisation-affirming method for promoting employee growth and development;
- The method is excellent for identifying development needs for individuals, teams and organisations;
- 360 degree feedback increases positive, powerful problem-solving for all involved. It is particularly helpful in improving relationships within teams. When managed properly, it promotes accountability and communication amongst team members;
- It provides the company with a powerful additional resource which gives insight into what works and what does not work in terms of both structure and strategy;
- Additionally, if coaching or consulting interventions have been made, this is a measurement instrument assessing progress and impact of those interventions; and the use of coaching as a tool;
- This tool is most successful when it is fully integrated in the work environment as one of the many methods used to support the development of people in the achievement of the company’s mission, vision, and values.
360 Degree Feedback can be used to complement and enhance any of the following:
- Employee Development
- Performance Appraisal
- Performance Management
- Training Needs Assessment
- Evaluation of Training
- Attitude Survey
- Organizational Climate Survey
- Customer Satisfaction Survey
Challenges and Solutions
 Unfortunately, like with any assessment tool and any process involving the delicate matter of people’s feelings and self image, a proper administration and handling of this process is pivotal.
The elements which have to be considered are:
- Keeping clear confidentiality rules;
- Getting all stakeholders properly involved, consulted and briefed, maintaining open communication with them throughout the process;
- Ensuring the process is well aligned and integrated with the overall strategic goals of the company. (This would include identifying competencies based on; comprehensive job descriptions). It must serve as a measure of the accomplishment of the organisation’s big and long-term picture;
- Giving the feedback in a professional and responsible manner, focusing on what people can do to improve on their areas of development;
- Ascertaining that people understand their feedback and develop action plans based upon the feedback. (It is critical not to focus on Negatives and Weaknesses. The approach is that effective and successful managers focus on strengths, not weaknesses. )
- Putting in place measures to avoid political manoeuvring and raters bias. Using an external professional consultant and using personal interviews as a method, as well as using at least 6 raters per person ensure these challenges are properly met.
Our custom-made, personalised and qualitative approach is very different to an online 360 Degrees Feedback tool bought ‘off the shelf’.
How does it work?
 First, a meeting with the relevant decision-makers/stakeholders is called to discuss the desired outcome of the intervention. Usually, it will include HR, the team leader, CEO or GM, and/ or the respective board member).
A plan is designed and approved and the interviews, following a briefing of all participants, are conducted. The process would last for about 3-4 weeks depending on availability of the participants.
Upon completion, a report is prepared, using all the different sources of information. The report focuses on: strengths; weaknesses and areas of concern; gaps between the way the individual assesses him or herself and the way he or she is perceived by the raters; a conclusion which looks at integrating all of the above; and recommendations for future personal development. A discussion on how to integrate the information from this process with the currently used performance management system is conducted with the relevant stakeholders. In the case of teams, an option of a group debriefing indicating areas of development and assessing the way forward is advisable.
The Chartered Institute of Personnel and Development (CIPD) is the professional body for those involved in the management and development of people. 360 feedback is growing in popularity as an input to performance management1This is often because in more complex organisations traditional appraisal is failing to deliver what managers want. 360 feedback is useful because it provides:
- New pertinent information about competencies, and how others see individuals.
- Valuable input into many of HR's initiatives, for example coaching, training, leadership development, appraisal, etc.
Because organisations have become less hierarchical, managers often have multiple lines of reporting and there is much more team-based working, so feedback from just one manager is no longer sufficient. There are often closer working relationships with other stakeholders, for example clients, customers, and suppliers, who can add a different and valuable perspective.
What Next?
To set up a meeting to explore how to use this tool in your company and the fees involved - please call me or click here.
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Are you ready to create real change?
“...The implementation of the 360 degree feedback has had an added benefit to the [executive coaching] process. The professional manner is which Michal gathers the information from the participants, through the completion of questionnaires and follow up interviews, allows for the feedback to be presented in a concise and comprehensive format, and giving specific examples allowing for clarity. This process has assisted the team to gain a better understanding not only of themselves, but also how they are perceived by others. This process has resulted in our identifying specific areas for development and improvement in interactions across all levels.
I have found that this has been an invaluable experience for our team”
Alison Boruchowitz,
National Human Resources Manager
Cape Union Mart
Change requires leadership and courage.
It requires alignment of many elements and of many people.
In the rapidly changing world of today, managing change is a huge ingredient for success!
“...We have now almost completed this [360 degree feedback] process. We have found Michal to be thorough, efficient and professional. The process itself began with a very well thought out questionnaire, which was then followed up with a short interview. After this, Michal processed the information and provided written and verbal feedback to the candidate. She has been successful in extracting maximum information taking up as little of our busy time as is possible. The quality of the feedback has been found to be accurate and constructive. Michal is extremely professional and never compromises any sensitive information.. I would highly recommend Michal to anybody, anywhere in the world!”
Martine Vogelman
Director
Cape Union Mart |
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