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]]> By: How to Use 360-Degree Feedback Effectively? | Essayacademia « Knol Bits http://www.essayacademiatips.com/2010/01/how-to-use-360-degree-feedback-effectively/comment-page-1/#comment-444 How to Use 360-Degree Feedback Effectively? | Essayacademia « Knol Bits Fri, 19 Mar 2010 02:36:27 +0000 http://www.essayacademiatips.com/?p=284#comment-444 [...] How to Use 360-Degree Feedback Effectively? | Essayacademia Introduction In 360-degree appraisal, also called as multi-rater assessment, the employee receives feedback from his immediate boss, his subordinates, customers, and others. Multiple raters as well as multiple techniques (Role Play, Business Games, Interviews, In-Basket Exercise) are used for assessment. The basic idea is to eliminate the various errors as well as the effect of bias from the appraisal process. At the personal level, 360-degree feedback is seen as an opportunity to see ourselves as others see us. From an organizational perspective, it is seen as a way to encourage a culture of openness and honesty. The rationale behind this is simple: different evaluation perspectives offer unique and valuable information and thus add incremental validity to the assessment of individual performance (Borman, 1998). Be Realistic Organizations should ensure that the objectives of introducing 360-degree feedback are explicit and realistic. It is necessary to collect relevant information regarding individual performance on a range of activities and behaviors from a variety of perspectives. The aim should be positive discussion for improving performance, rather than negative discussion about bad performance. Suppose a Sales Executive has not achieved the target for the previous month, during the feedback interview, the discussion should focus on improving the next month’s performance, rather than pinpointing poor performance in the previous month. The manager must identify key activities and behaviors that can be targeted for immediate development. Small, realistic targets should be set for the improvement of the employee. Personal Development Contracts can also be prepared by the employment of perceptions of competencies between the employee and hisRead ahead [...] [...] How to Use 360-Degree Feedback Effectively? | Essayacademia Introduction In 360-degree appraisal, also called as multi-rater assessment, the employee receives feedback from his immediate boss, his subordinates, customers, and others. Multiple raters as well as multiple techniques (Role Play, Business Games, Interviews, In-Basket Exercise) are used for assessment. The basic idea is to eliminate the various errors as well as the effect of bias from the appraisal process. At the personal level, 360-degree feedback is seen as an opportunity to see ourselves as others see us. From an organizational perspective, it is seen as a way to encourage a culture of openness and honesty. The rationale behind this is simple: different evaluation perspectives offer unique and valuable information and thus add incremental validity to the assessment of individual performance (Borman, 1998). Be Realistic Organizations should ensure that the objectives of introducing 360-degree feedback are explicit and realistic. It is necessary to collect relevant information regarding individual performance on a range of activities and behaviors from a variety of perspectives. The aim should be positive discussion for improving performance, rather than negative discussion about bad performance. Suppose a Sales Executive has not achieved the target for the previous month, during the feedback interview, the discussion should focus on improving the next month’s performance, rather than pinpointing poor performance in the previous month. The manager must identify key activities and behaviors that can be targeted for immediate development. Small, realistic targets should be set for the improvement of the employee. Personal Development Contracts can also be prepared by the employment of perceptions of competencies between the employee and hisRead ahead [...]

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