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360 Degree FeedbackChapter 10,

Managing Performance by

Michael Armstrong & Angela Baron

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Various Uses of 360

Feedback Mostly used for self-development orManagement development programs Seldom used for ratings associated withpay raise decisions To align behaviors and leadershipcapability Should ideally be an informal process Possible Uses of 360 Feedback

Developmental Purpose Appraisal Purpose Pay Purpose

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The Rationale for 360

Feedback Traditional top-down approach to

assessment is limited

Different perspectives on assessment eg.

Staff, colleagues, customers etc

Creates increased self-awareness which

leads to developing leadership qualities

An important and powerful organizational

intervention to assessing performance

Holistic (more inclusive more

performance dimensions covered)

Less possibility of biased performance

assessment

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360 Feedback

Methodology1.The Questionnaire: covering a list of criteria,competencies or key performance

requirements.

Feedback generally anonymous, but the rateemay chose his raters

Feedback in the form of summary or a one-to-

one discussion (people especially skilled in

feedback skills) Generally captures following areas of

performance

Leadership Team player/Manage

People-

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360 Feedback

Methodology2. Ratings:3. Data Processing: use of soft wares to

save, analyze and interpret data (graphicand numeric presentation)4. Feedback: anonymous or not dependingupon corporate culture5. Action: depends on what is the purposeof the feedback

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360

Feedback Advantages:1.One gets a broader perspective on how one isperceived by others2.Better realization of ones strengths andweaknesses3.More reliable feedback4.New insights about ones performance5.Clarity about critical performance andcompetency requirements6.Key developmental areas for individualsidentified7.Managers are more aware of how they impact

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360 Feedback Criteria

for success Support of top management General support within organization Use for development purpose Properly designed and simple andunderstandable questionnaire Clarity about purpose andmethodology through effectivecommunication and trainings Open trusting culture Minimum bureaucracy