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720 degree feedback is performing a feedback after the main 360 degree appraisal
Doing the appraisal once, where the performance of the employee is analyzed Having a good feedback mechanism where the
boss sits down with the employee another time and gives him feedback and tips on achieving the targets set
720-degree approach provides for two rounds of feedback (a pre- and post-test) or a feedback approach which is done again after nine to twelve
months.
The pre intervention results sets the baseline. The development intervention is then done to improve the participant .(eg:training ,coaching). Post intervention survey shows the amount of improvement in the results.
Skill component/element
Question number (purely for reference and ease of
analysis)
Specific feedback question Tick-box or grade box (ideally a,b,c,d or excellent,
Conduct an information campaign that highlights the benefits and fairness of 720 feedback, and outline the process in some detail. Ensure that the rating instruments are relevant, valid and reliable Encourage and train raters on how to provide accurate ratings Treat employees with sensitivity and respect
where the feedback about the employees performance comes from all the sources that come in contact with the employee on his job.
The feedback is typically provided on a form showing job
peers, managers (i.e. superior), subordinates, team members, customers, suppliers/ vendors
Anyone who comes into contact with the employee and can provide valuable insights and information or feedback regarding the on-the-job performance
of the employee.
For example, subordinate assessments of a
supervisors performance can provide valuable developmental guidance, peer feedback can be the heart of excellence in teamwork, and customer service feedback focuses on the quality of the teams results.
customer input to supplement the rating officials appraisal in one divisions program.
Another division of the same agency with self-
directed teams may use peer, self, and subordinate ratings to obtain the most useful input.
his/her strengths and weaknesses, his achievements, and judge his own performance
SUPERIORS APPRAISAL
Superiors appraisal forms the traditional part of the 360
degree appraisal where the employees responsibilities and actual performance is rated by the superior.
SUBORDINATES APPRAISAL
Subordinates appraisal gives a chance to judge the
employee on the parameters like communication and motivating abilities, superiors ability to delegate the work, leadership qualities etc.
PEER APPRAISAL
Correct feedback given by peers can help to find
alone, and supplements training and development functions in a better way. regular intervals it helps to keep a track of the changes, others perceptions about the employees their executives and managers does not match the requirements of a rapidly changing environment. are less likely to be able to lead these organizations toward successful implementation of strategic changes.
BENEFITS
Improved Feedback From More Sources
Team Development
Personal and Organizational Performance Development:
DISADVANTAGES
Exceptional Expectations for the Process Insufficient Information Design Process Downfalls Failure to Connect the Process Insufficient Training and Process Understanding Focus on Negatives and Weaknesses Rater Inexperience and Ineffectiveness Requires commitment of top management and
the Human resources (time, financial resources etc) Paperwork/Computer Data Entry Overload
must not reveal his or her identity to the ratee when discussing the performance review If the rater is willing to be open, then the supervisor may refer the ratee with questions about his or her feedback to the rater.
can become less an evaluative tool and more a comprehensive system for enhancing communication, facilitating self-development, and improving performance.
being anonymous or open in their feedback .the raters who chose to be anonymous their identity is not disclosed
The raters feedback is not taken on face value and care
is exercised to eliminate and remove ambiguities in the raters feedback especially when they have given highly positive or negative feedback
DISADVANTAGES
Supervisor has a major say in the appraisal process
While the list of raters is recommended by the
employees , the raters are selected by the supervisor The final appraisal report is summarized by the supervisor which includes his own feedback Individual biases might affect the process
This system is very time consuming and costly This system requires a lot of commitment from the
Do you think the ratings system is useful? How might you suggest improving it?
Yes the rating system is useful as it is benchmarked
process thus after the supervisor has summarized the report, and appraised the ratee, the performance appraisal should be evaluated by management one level higher than the direct supervisor .
confident in evaluating the ratee and giving his free and frank feedback on the ratees behavioral aspects. He can mark the employee what he deserves .
It helps the rater evaluate the employee on a fair and
unbiased basis without the fear of his identity being revealed to the ratee.