Jigyasa, Singapore - 360 Degree Feedback

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	"Two roads diverged in a wood, and I - I took the one less travelled by, And that has made all the difference." Robert Frost

360 Degree Feedback

"Oh what a great gift we would have
If we could only see ourselves as others see us."

- Robert Burns

360-Degree feedback enables employees to receive feedback from a wider circle of people instead of just the immediate supervisor. The source of feedback can be colleagues, immediate subordinates, internal and external customers. The feedback should come from those who interact with the employee, directly or indirectly in their professional capacity.

Introducing the 360-Degree feedback system in an organization represents a dramatic change from the traditional ways in which assessments are done. It calls for greater participation amongst employees. It also requires a mindset that calls for a lot of openness and maturity to handle feedback that may not be positive.

In traditional organization structures, the supervisors could claim to know more than their subordinates and there was a need for constant supervision. Multi-disciplinary teams did not exist. Today, individuals work on multiple assignments, are specialists and have greater autonomy. In this environment, feedback from multiple sources provides a balanced and more accurate picture of an employee’s performance.

The feedback provided by those with whom the employee interacts regularly at work has greater validity, accuracy and credibility. The first hand experience of colleagues offers insight about work behaviour that a supervisor may not be able to observe directly.

Some of the reasons why this feedback serves as an important tool especially for people in leadership positions:

It provides an answer to the all vital question of “How am I doing?” It provides an employee with information that will act as a guidance mechanism for self-improvement.

Leaders serving as role models for the rest of the organization must have reliable, timely and valid information on how they are perceived by others to enable them to take corrective action.

The feedback received from colleagues helps validate self-perceptions. Honest feedback received from others helps to test own understanding of strengths and weaknesses. In addition it serves as a reality check.

Overview of Our Approach

Some key points while administering a 360-degree feedback process

Keep the 360-degree feedback process simple to use and easy to administer.

Allow each employee to select his own panel to receive feedback.

The feedback panel should include about 5- 6 people including self and his / her immediate supervisor.

Ensure confidentiality of the data.

Use the process as a development tool.

What makes our 360-degree feedback system effective?

The feedback form incorporates the organization’s ‘performance and reward’ philosophy and core values.

The feedback form gets validated by users within the organization prior to actual implementation.

Providing feedback is a voluntary and participative process.

Anonymity and confidentiality is maintained while giving feedback.

The collating, scoring and reporting follow accepted statistical models.

All participants are provided training in giving and accepting feedback.

Potential bias is removed in feedback data to make it fair and accurate.

To learn more about how we can help...
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FAQS

How confidential will the process be?
Employees are more willing to accept 360 Degree Feedback if anonymity is guaranteed. It is therefore recommended that the entire feedback process be handled by an external consultant. The consultant would receive the feedback forms, analyse the data and share the results with the concerned individual only.

Will my company use the feedback data in any way?
No. We recommend that the feedback data be used only by the individual.

How will 360-Degree feedback help?
It provides the concerned individual with feedback that reflects the views of a team that continuously interacts with her/him. With emphasis being put by organizations on issues like influencing teams, consultative approach to leadership, multiple source feedback allows individuals to take concrete steps to improve upon their weaknesses and grow in organizations.

How long does it take to fill up feedback form?
Filing up feedback form would not take more than 15 minutes of time. Most individuals fill up around 3 to 7 forms, typically their own form, their supervisors', their subordinates' and some of their colleagues'.

If one were to take feedback from friends, would the feedback not be biased?
A study done using two teams (where participants select one team of friends and the other of non-friends) showed that the composite scores were within 7% of one another for over 90% of the time.

Is the feedback fair?
It is fairer than the traditional appraisal system that allows employees to be evaluated and reviewed only by their supervisors.

Won't the 360-degree feedback emphasize on "being nice" rather than focus on getting honest feedback?
Various surveys have shown that there is a strong correlation between getting a high rating on various competencies and achieving results. In organizations where most employees depend on each other for various results, seldom does poor performance get hidden.

Will the identity of the person providing feedback be known?
No. The report will not contain who provided the feedback. However, feedback would be arranged in such a manner that one would know whether the feedback is from subordinates or colleagues.

360 Degree Feedback - How'm I doing?
By Kate Butler

read...

3 Techniques to encourage people to provide feedback in the work place.
These tips are shared by Gower Publishers at their site.

pdf: read...

Is your Organisation ready for a 360 degree feedback?

read...