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How to Setup 360 Degree Feedback Process

A step by step framework to help you understand how you can run an effective 360 Feedback process, which helps you with planning employee development better.

Rajarshi
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How to Setup 360 Degree Feedback Process

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  1. HOW TO SETUP 360° Feedback Process Step by Step Guide to an effective 360 Degree Review Gro GroSum Sum

  2. Why 360 Feedback 360 Feedback is mainly used for development purposes, where information from the feedback can be used for employee work skill and behavior development. We all have blind spots, hidden strengths and need to improve our self-awareness and this is what 360 Feedback helps us to do, by getting someone else’s prospective. Someone, who we are daily interacting with in our workplace and has a perception about you. 7 0 c a t e g o r y : % o f H u m a n R e s o u r c e u s e 3 6 0 F e e d b a c k m a i n l y f o r t h e f o l l o w i n g C - L e v e l E x e c u t i v e s , V P s , C E O - C O O T o p P e r f o r m e r M i d - l e v e l E x e c u t i v e s E m p l o y e e s o f o r g a n i z a t i o n s o p e r a t i n g i n n i c h e i n d u s t r i e s a n d d o m a i n . • • • Gro GroSum Sum

  3. What will be covered here 1 Framework of 360 Feedback 2 Design Questionnaire Form 3 Analysis 360 Feedback

  4. { } 1 Framework of 360 Feedback Configuration, Time Configuration, Time- -line, Feedback Stakeholders line, Feedback Stakeholders

  5. Configuration Decide the Period: • Define the timeline of the entire 360 Feedback Process, starting from Process setup to Analysis. Decide the Feedback Stakeholders : • Who all will be participating in the 360 Feedback. Define the type of stake holders that participant will receive feedback from : - Internal Stake Holders : Senior, Junior, Peer | Manager, Co-Worker, Reportee - External Stake Holders : Board-Members, Vendors, Customers, Partners You can define the maximum number for each type of Feedback participant.

  6. { } 2 Design Questionnaire Form Questions, Rating Scales Questions, Rating Scales

  7. “ “ Foundation of 360 Feedback is the types of questions asked and their relevance. “ “

  8. Questions Select Behavioral or Work related questions. You can download a template of questions used as best practices from here. Questionnaire can be categorized into various perspectives, such as : Managing Work Communication Customer Focus Learning Organizational understanding • • • The attributes for 360 Feedback should have hygiene points: • Relevant to Work profile Relevant to Work Behaviors

  9. Questions The feedback questions selected should be helpful in Employee Development and improve work behavior skills. Questions for various feedback givers should be based upon adequate familiarity with employee’s work behavior. Put open ended questions like : • • • Write behavior to start to do better at work Write behavior to stop to do better at work Write behavior to continue •

  10. Rating Scales For rating scale, you can use a Likert Scale. The format of a typical Likert Scale can is defined here A) Strongly disagree B) Disagree C) Neither agree nor disagree D) Agree E) Strongly agree • The subjective rating descried above should be connected to quantitative values. • OR You can also ask participant to indicate either strengths (S) or Improvement (I) for each attribute. •

  11. { } 3 Analysis 360 Feedback Configuration, Time Configuration, Time- -line, Feedback Stakeholders line, Feedback Stakeholders

  12. Feedback Analysis Greatest Strength : The behaviors are identified as strengths based on the highest overall score received. Development opportunities : The behaviors are identified as development opportunities based on lowest overall. Hidden strengths : Refers to a question or statement where others scored you higher than you scored yourself. The difference in scores may indicate that you do not realize others believe you are strong in this area. Blind Spots : Refers to a question or statement where you scored yourself higher than others scored you. These are areas where you can focus for specific improvement. • • • •

  13. Feedback Analysis

  14. Analytics on Development Opportunities

  15. Detailed Analysis by resident group

  16. Detailed Analysis by resident group

  17. Some Must Haves! Some Must Haves! Protect employee confidentiality. Easy to understand reports. Clear communication to feedback participant. Actionable Employee Development Plan. • • • • 360⁰ Feedback is the best way to know what your colleagues think of you and how you can find your hidden work skill/talent.

  18. Share Now Learn how you can use Gro GroSum Sum to have an effective 360 Feedback process

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