360 Degree Appraisal

Group 4

What is 360 Degree Appraisal?

360 - Degree Appraisal is a system or

process in which employees receive confidential, anonymous feedback from the people who work around them. Or process which provides information to an employee from multiple source.....e.g. circle of stakeholders

What does

0 360

Measure

360 degree measures behaviors and competencies. 360 degree addresses skills such as listening, planning, and goal-setting.

360 degree focuses on subjective areas such as teamwork character, and leadership effectiveness.
360 degree provides feedback on how others perceive an employee.

Advantages
To the individual:
Helps individuals to understand how others perceive them. Uncover blind spots. Quantifiable data on soft skills.

To the team:
Increases communication. Higher levels of trust. Better team environment. Supports teamwork. Increased team effectiveness.

To the organization:
Reinforced corporate culture by linking survey items to organizational leadership competencies and company values. Better career development for employees Improves customer service by involving them.

Disadvantages
It is the most costly appraisal. and time consuming type of

These programs tend to be somewhat shocking to managers at first.

The problems may arise with subordinate assessments.

The organization implementing this type of performance appraisal must clearly define the mission and the scope of the appraisal. Organizations must consider other issues like safeguarding the process from unintentional respondent rating errors.

What the process involves

Obtaining feedback from the manager's key contacts. These would normally include:
o o o o o o

The manager him/herself Subordinates (employees who work for the manager) Peers (fellow managers) Managers (senior management) Customers Suppliers

How does 360 Degree help ?

-Regular discussion of performance -Identification of strengths for career development -Identification of weaknesses for training -Salary recommendations - A well designed performance appraisal system is associated with increased profitability

How is Feedback obtained?

By using a questionnaire which asks participants to rate the individual according to observed behaviors - usually managerial or business-specific competencies.

This process will not suit all companies. One should assess how well it would fit with the current culture before launching a scheme and a pilot scheme is worth building into the programme

Why 360 degree Appraisal Programs Fail?

No perceived benefit Confrontation difficult Constructive feedback difficult Conflict between development and compensation

How to Implement 360 Degree?

Planning

360 Degree
Review

Piloting

Feedback
Implementation

Feedback

Effective appraisal programs . . .

Comply with the law To ensure that the performance appraisal system does not violate principles of fair employment practices: - Job related performance standards - Provide employees with a written copy of the standards before the appraisal - Standards must be based on observable or measurable behaviour - Train the raters - Provide feedback - Implement an appeal system to settle disagreements

Suggestions for an effective 360 degree appraisal

Anonymous feedback Manager involvement Prevent gaming Statistical techniques Avoid and reduce biases

Conducting the Appraisal Interview

Ask for self assessment Invite participation Express appreciation Minimize criticism Change behaviour, not the person Focus on solving problems Be supportive Establish goals Follow up day-to-day

Thank You