360 Degree Feedback

8 Pages 2110 Words

mote from within
· Improves customer service by having customers contribute to evaluation
· Conduct relevant training
How has 360-degree feedback changed over the years?
· * Participants: Then: Executives Now: Individuals at all levels of organizations
* Medium: Then: Paper or scan forms Now: Paperless, web-based surveys
* Design: Then: Rigid, fixed surveys Now: Locally customized by the user organization
* Feedback: Then: Numeric ratings only Now: Targeted comment provided for each survey item
* Output: Then: Fixed reports Now: Design your own reports
* Cost: Then: Expensive Now: Affordable
How do I know if my organization is ready to conduct a 360-degree feedback?
By conducting a 360 readiness survey, you can determine if your organization is ready to conduct 360-degree feedback. The survey should include topics such as::
· 360 awareness - understanding of 360 and how it works
· Support - belief that the organization and manager would support development processes
· Feedback climate - trust that the information would be used for development purposes and that people would be fair (belief in confidentiality and usage)
· Openness - willingness to give and receive feedback
How is 360 different from personality or style assessment?
· Styles tools measure traits or behavioral preferences, while 360 measures competence
· Style explains how you are likely to behave, while 360 explains how you actually behave
How often should 360 be rolled out?
Given that people need time to make changes and then, it takes a little while before others perceive that change has taken place, we have found that six to twelve-month intervals are most appropriate. This allows people to create change and then get feedback on their progress so that they can develop next-level goals and action plans. However, some organizations prefer to conduct surveys of just ten to fifteen questions, focusing on a specific topic, such a...