presentation cpm

7/27/2019 Presentation CPM

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360 DEGREE ASSESSMENT


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Personal story

I went to a store to buy some computer equipment.

I really enjoyed the time at the store.

When I got home, my friend Did you find what you need?

Oh, I forgot.!!!!!!!!!!!!!!!!!


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How Does This Story Connect To 360-

degree Feedback?

Organizations often forget their major objectives when they

implement 360-degree surveys

They plan to use 360-degree feedback programs to develop

peoples leadership skills

Then they focus on how to implement such programs

smoothly and successfully

It is really a complex process

When they finish the process, they often have forgottentheir original goals


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WHAT IS 360 DEGREE FEEDBACK

A structured process for soliciting input from a

variety of sources who have credible knowledge of

an employees performance. These sources may

include peers, direct reports, internal and externalcustomers as well as a persons supervisor.


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Sources of input

Superiors.

Peers.

Sub-ordinates.

Self assessment.

Customers.


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INTERNAL

CUSTOMERS

SUPERVISORS,SUBORDINATE

TOP MANAGEMENT, CO-WORKERS

AND REPRESENTATIVES FROM

OTHER DEPARTMENT

EXTERNAL

CUSTOMERS

CLIENTS,

SUPPLIERS,

CONSULTANTS AND

COMMUNITY

OFFICIALS


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Planning

Instrument

Data Collection

Feedback

IDP

Follow-up The processof 360-degree

feedback is

often

presented inthis way.

This modelcan mislead

people.

Individuallearning

and

developm

ent are

primarilyindividual

s

responsibi

lities afterproviding

feedback


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Challenge From Common Sense and

Observations

A common sense perspective:

Many people are already well aware of their

weaknesses and strengths because of rich feedback

in daily life Observations:

Kaplan (1993) observed that too often managers

are given feedback, dutifully resolve to do better,and nothing changes.


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WHY IS 360 DEGREE FEEDBACK

BETTER

FOR THE EMPLOYEES:

ACCURATE AND FAIR PERFORMANCE

MEASUREMENT.

GIVES BROADER & ACCURATE PERSPECTIVE OF

EMPLOYEES.


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SHORTCOMINGS OF 360 DEGREE

FEEDBACK

TIME CONSUMING AND ADMISTRATIVELY COMPLEX

EXTENSIVE GIVING AND RECEIVING FEEDBACKS

CAN BE THREATNING FOR SOME EMPLOYEES

MAY LEAD TO FRUSTRATION IN THE EMPLOYEESBECAUSE OF CONSTANT PRESSURE FROM ALL SIDES


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What should be done at the organization

level

When designing a 360-degree feedback program, it is

important to:

make it clear that actual individual development is the

major goal

Better model the individual learning process instead of

simply using follow-up

During implementing the program , it is important to:

Align the whole effort with the goal of individualdevelopment

e.g., train people how to give positive feedback in real

work situations


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If you know how to play chess, you will know that:

You have a total of 16 pieces.

Some pieces (e.g., 1 queen, 2 bishops, 2 rooks) are morepowerful than other (e.g., 8 pawns).

You cannot change each pieces power. However, you canlearn how to manipulate those individual pieces more

effectively to achieve a better overall result.


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This is often ignored because it cannot be directly reflected ina 360-degree feedback report

Organizations may redesign work systems or processes tobetter use people.


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Guidelines for Giving Feedback

1. Inform with honesty, integrity and good intent.

2. Link feedback to what the individual deeply cares about.

3. Be accurate and specific.

4. Provide feedback that allows for both incremental and

transformational learning.

5. Balance praise and constructive criticism.

6. Present feedback so that it is perceived as a valued gift.


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Examples on how to provide constructive

and helpful feedback.

I dont like your attitude!

Problem: You cannot directly observe an attitude.

Better: Describe the behaviors that lead to that conclusion.

Also, its not about what you like or dislike, its aboutperformance!

People that you work with perceive you as arrogant and

aloof. Better: Its okay to share how others perceive the employee,

but its

more helpful to describe behaviors that people may perceive as

arrogant and aloof.


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You procrastinate too much at the start of a project. Others have

to scramble their priorities to make up for it.

Good feedbackspecific actions and resulting impact on others.

A i i C i i i


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Avoiding some Common Errors in giving

feedback

Rating a person great at everything because

he/she is great at one or two things (Halo effect).

Giving more weight to a persons mostrecent achievements (Recency effect).

Rating everyone too high or too low (Leniency errors).

Ignoring highs and lows. Everyone is average (Central

tendency).


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5-D Action Planning

1. Decide what specific feedback you want to act on.

2. Describe what improvement looks like to yourself

and others.

3. Determine the resources needed for improvement.

4. Detail the plan with action steps and milestones.

5. Define the support you need from others.


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COMPANIES THAT USE 360

DEGREES FEEDBACK

KODAK

WIPRO

TATA STEEL

TELCO

THERMAX

INFOSYS

THOMAS COOK


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THANK-YOU


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