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720 degree as the name suggests is 360 degree twice

720 degree feedback is performing a feedback after the main 360 degree appraisal
Doing the appraisal once, where the performance of the employee is analyzed Having a good feedback mechanism where the

boss sits down with the employee another time and gives him feedback and tips on achieving the targets set

720-degree approach provides for two rounds of feedback (a pre- and post-test) or a feedback approach which is done again after nine to twelve

The pre intervention results sets the baseline. The development intervention is then done to improve the participant .(eg:training ,coaching). Post intervention survey shows the amount of improvement in the results.


Key skill/capability type

Skill component/element
Question number (purely for reference and ease of

Specific feedback question Tick-box or grade box (ideally a,b,c,d or excellent,

good, not good, poor, or rate out of 5 or 10


Assessment system should be 360 degrees. Assessment should be done twice or thrice a year. Different assessments should be tabulated and

compared for a given period.

Conduct an information campaign that highlights the benefits and fairness of 720 feedback, and outline the process in some detail. Ensure that the rating instruments are relevant, valid and reliable Encourage and train raters on how to provide accurate ratings Treat employees with sensitivity and respect


360 degree feedback, is the most comprehensive appraisal

where the feedback about the employees performance comes from all the sources that come in contact with the employee on his job.
The feedback is typically provided on a form showing job

skills/abilities/attitudinal/behavioural criteria and some sort of scoring or value judgement system.

360 degree respondents for an employee can be his/her

peers, managers (i.e. superior), subordinates, team members, customers, suppliers/ vendors

Anyone who comes into contact with the employee and can provide valuable insights and information or feedback regarding the on-the-job performance

of the employee.
For example, subordinate assessments of a

supervisors performance can provide valuable developmental guidance, peer feedback can be the heart of excellence in teamwork, and customer service feedback focuses on the quality of the teams results.

For example, an agency may use supervisor, self, and

customer input to supplement the rating officials appraisal in one divisions program.
Another division of the same agency with self-

directed teams may use peer, self, and subordinate ratings to obtain the most useful input.


Self appraisal gives a chance to the employee to look at

his/her strengths and weaknesses, his achievements, and judge his own performance

Superiors appraisal forms the traditional part of the 360

degree appraisal where the employees responsibilities and actual performance is rated by the superior.

Subordinates appraisal gives a chance to judge the

employee on the parameters like communication and motivating abilities, superiors ability to delegate the work, leadership qualities etc.

Correct feedback given by peers can help to find

employees abilities to work in a team, co-operation and sensitivity towards others.

WHY USE 720 ..

This system is more development focused than performance

alone, and supplements training and development functions in a better way. regular intervals it helps to keep a track of the changes, others perceptions about the employees their executives and managers does not match the requirements of a rapidly changing environment. are less likely to be able to lead these organizations toward successful implementation of strategic changes.

A powerful developmental tool because when conducted at

Many organizations are beginning to realize that the skill base of

Without these critical competencies, executives and managers

Improved Feedback From More Sources

Team Development
Personal and Organizational Performance Development:

Responsibility for Career Development

Reduced Discrimination Risk Improved Customer Service

Training Needs Assessment

Exceptional Expectations for the Process Insufficient Information Design Process Downfalls Failure to Connect the Process Insufficient Training and Process Understanding Focus on Negatives and Weaknesses Rater Inexperience and Ineffectiveness Requires commitment of top management and

the Human resources (time, financial resources etc) Paperwork/Computer Data Entry Overload

Raters are provided the option of being anonymous or

open in their feedback.

If the rater requests anonymity, then the supervisor

must not reveal his or her identity to the ratee when discussing the performance review If the rater is willing to be open, then the supervisor may refer the ratee with questions about his or her feedback to the rater.

In this way, it is hoped that the 720-degree appraisal

can become less an evaluative tool and more a comprehensive system for enhancing communication, facilitating self-development, and improving performance.

What are the advantages and disadvantages 720 degree appraisal?


The raters are selected from a list of key external and

internal customers developed and recommendation by the employees

Criteria by which the ratees are evaluated are clearly

defined by the supervisor

While the supervisor evaluates the work performance ,

the raters evaluate the behavior aspect of the ratee

To ensure fairness raters are provided the option of

being anonymous or open in their feedback .the raters who chose to be anonymous their identity is not disclosed
The raters feedback is not taken on face value and care

is exercised to eliminate and remove ambiguities in the raters feedback especially when they have given highly positive or negative feedback

Supervisor has a major say in the appraisal process
While the list of raters is recommended by the

employees , the raters are selected by the supervisor The final appraisal report is summarized by the supervisor which includes his own feedback Individual biases might affect the process

This system is very time consuming and costly This system requires a lot of commitment from the

management as well as the employees

Do you think the ratings system is useful? How might you suggest improving it?
Yes the rating system is useful as it is benchmarked

against the mean score and distribution range .

The supervisor has full authority in the appraisal

process thus after the supervisor has summarized the report, and appraised the ratee, the performance appraisal should be evaluated by management one level higher than the direct supervisor .

What are your views on the anonymity issue?

In the appraisal process anonymity helps rater feel

confident in evaluating the ratee and giving his free and frank feedback on the ratees behavioral aspects. He can mark the employee what he deserves .
It helps the rater evaluate the employee on a fair and

unbiased basis without the fear of his identity being revealed to the ratee.