360 Feedback

A Tool For Improving Individual And Organizational

Effectiveness

360 Degree Feedback

Manager

Peers

DirectReports

OthersEmployee

Rates Self

Traits

Competencies

Behaviors

Feedback

RESULTS

ContextContext

SituationSituation

What Are The Benefits?

Sends a positive message to associates: “We are investing in your professional development.”

Reinforces the desired corporate culture Supports employee involvement by asking for

feedback on leadership behavior Sets the stage for more open communication Helps produce desired change and individual

performance improvement

What Do We Measure?Observable skills and behaviors based on

competencies identified for

XYZ Corporation

Directing and Inspiring ActionFostering TeamworkCustomer Focus and CommitmentManaging Performance/CoachingDeveloping Self and Others

Leading by ExampleActing with IntegrityInterpersonal BehaviorsCommunicating with OthersBuilding Relationships

Identify feedback criteria

Orientation for participants

Subjects select respondents

Conduct survey via Web

Download data and create

reports

Review feedback and meet with coach

Developmental dialogue with

manager and others•Implement Plan•Measure Results•Re-assess

The 360 ProcessThe 360 Process

How Do We Protect Confidentiality?

Outside consulting firm for administration and processing – Henson Associates, Dayton OH

Combine ratings with others in each rater group; the rater’s name does not appear in the assessment results

Provide web access and password protection

Ask raters to use discretion so they don’t share their ratings and comments with others

Share a summary report with your manager

How do we manage the process remotely?• Prepare a roster of subjects and raters with email

addresses and phone numbers.• Conduct orientation for participants online and

webinar• Send assessment hyperlink to each rater via email.

Rater clicks on hyperlink to access web-based assessment

• Henson Associates retrieves data from server• Reports are printed and distributed to feedback

receivers prior to feedback and coaching sessions.

Feedback Survey Software

20/20 Insight Web Response™

E-mail with hyperlink (URL) is sent to each respondent

URL Link

Web site with customized instructions - user id provided - password chosen by rater

At web site, enter user ID and chosen password

Checklist of Items

Print assessment to review

Select items for comments

Assess subjectRate on effectiveness (1-6 scale)

Do not rate item if you cannot assess this behavior or skill so you don’t skew the results.

Use the following scoring to reflect your observations:

1 2 3 4 5 6N

MinimallyEffective

ModeratelyEffective

HighlyEffective

Not Observed/Not Applicable

Using the Effectiveness Scale

Provide comments when appropriate

- Provide comments for about 50% of items- Do not type “No Comment” – leave blank as it wastes paper when printing report

Comments are

optional, but very helpful

Summary Questions What are one or two practices that make this person effective in his or her role at XYZ Company?

Describe any changes you believe are important for this person to work more effectively with you.

Are there any other comments that would be helpful?

Technical SupportHenson Associates

• Choose raters wisely to get a variety of feedback and ask for their permission.

• Questions and concerns to Traci McDade, assessment coordinator.

• We will respond within 8 hours by phone or email.

• Reminder emails and/or a phone call will be sent to raters 2-3 days before due date.

• Our goal is 100% participation of all raters.

STRENGTHS

Performance Areas To Target for Greater Utilization

AREAS FOR IMPROVEMENT

Performance Areas To Target for Improvement

What Feedback Receivers Learn:

Based on feedback report and coaching, subjects will be able to . .

Identify development priorities and strengths Ask for additional verbal feedback if needed Analyze information to improve performance Take action to create and implement a targeted

development plan (1 -3 specific actions) that can be implemented within 90 days

Follow up with manager and coach Review progress against plan in 3-6 months

Orientation For

Feedback Providers

Orientation For

Feedback Providers

Send 360 Assessment

ToRaters

Send 360 Assessment

ToRaters

Feedback and

Coaching Sessions

Feedback and

Coaching Sessions

EmailSDT andReport

to Subject

EmailSDT andReport

to Subject

Project TimelineNominateFeedback Providers(raters)

Development Plan and

Discussion with

ManagerTBD

Orientation forSubjects

Assessments Due

Assessments Due

Have a question, comment, or concern? Call Henson Associates

Assessment Coordinator – Traci McDade 910-326-1010

traci@hensonassoc.com

Facilitator/Coach – Nancy Henson

937-886-0151

nhenson@hensonassoc.com

If we are unavailable by phone, please leave a message and a time to return your call.

Contact Information

Please remember...

Providing 360 feedback is important and deserves your time and consideration.

Subjects must have confidence in the data to take responsibility for using it for development planning.

Thank you!