360 Degree Feedback Assessment Article
Online
Review and
Appraisal To Evaluate Performance
Gregory P. Smith
"Mirror, mirror on the wall. Who is the fairest of
them all?" Are you curious how others perceive your performance? Do you
wonder how effective you are at what you do? Unfortunately, most people
cannot accurately evaluate their performance. The truth is when it comes
to performance, PERCEPTION is reality.
The 360 Degree Feedback Assessment is
gaining popularity as a tool to accurately measure leadership
performance. In this downsized economy executives are concerned how
individual performance affects organizational performance, productivity
and the bottom line.
The annual performance review and other formal performance feedback
methods are unreliable. As individuals, we receive feedback from two
groups. On one extreme we hear from people who like us, then on the
other extreme we hear from those who dislike us. Neither group is
entirely accurate in their appraisal. As long as we surround ourselves
with "yes" people, we will never know where we need to improve. The
silent majority, the group in the middle, has the most valuable and
valid feedback.
Most people compare the traditional performance appraisal process to
standing on a broken bathroom scale that provides everyone the exact
same weight. The annual, one-on-one performance appraisal provides
biased and limited feedback. Personal chemistry plays a large part in
evaluations. Studies show individuals who look like, act like, and think
like the boss will usually receive a better evaluation than individuals
who are different. In more cases, supervisors avoid saying anything
negative, will not address shortcomings and lump everyone in the same
middle-of-the-road box.
When conducted properly, the 360 appraisals are powerful tools for
helping individuals improve, grow and develop their interpersonal
skills. I worked with one individual who received excellent scores from
her supervisor and board members. She "walked on water." However, when I
completed a 360 degree feedback survey, four out of her five direct
reports identified major shortcomings. She tended to micromanage,
over-controlled and intimidated those who worked for her. The end result
was a group of people afraid to take initiative and limited by her
controlling management style. When she saw the report, she was willing
to change her behavior and resolve the issues. If she had only depended
on the feedback from her supervisor, she would have been oblivious to
the problem.
The supervisor is only ONE person out of many possessing valuable input
to the leadership performance of the rated individual. Getting accurate
feedback from all the groups of people we work with is much more
valuable. This 360 assessment gathers information about an individual's
performance as viewed by the standards and expectations of their boss,
self, peers and direct reports.
The development of effective skills begins with the awareness of
ineffective behavior. A 360 Degree Feedback
Assessment shows an individual what others think their performance
is versus what it should be. By understanding the perception of others,
people can improve.
How the Process Works
These 360 degree assessments must be
used with foresight and forethought. As a management consultant, I have
conducted dozens of multi-rater assessments and found the input is much
more helpful and objective than the standard annual performance
appraisal process.
The individual that is going to be evaluated (subject) and his/her boss
pick between 8-15 raters to provide input to the evaluation. These
raters should have worked with the subject for a minimum of 90 days.
They can be customers, direct reports, peers and the individual's direct
supervisor.
Most 360 assessments are completed using a secure webpage. The identity,
scores and comments by the raters are protected. Once the assessment is
completed, the subject receives a report that includes the aggregate
scores broken down by groups. (Supervisor, self, peers, direct reports
etc.)
The 360 degree
feedback assessment points out blind spots individuals, team members
and managers have difficulty seeing about themselves. The written
comments provided by the raters can be the most helpful part of the
report. The completed report should be facilitated in a way that leads
to a complete process of improvement including an action plan. Providing
a debriefing by a trained facilitator or coach is an important step of
the process.
360 Feedback Assessment Resources:
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Call us toll free and one of our experienced
360 degree assessment specialists will be glad to assist you.
800-821-2487
770-860-9464
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