| |
| |
|
 |
|
 |
|
 |
Get
Our FREE Working Resources Newsletter |
 |
|
|
|
|
|
|
|
 |
|
|
|
|
|
Multi-Rater 360-Degree Feedback
Employee assessment & performance improvement
An exceedingly popular and powerful means
for managers and employees to get information on their performance
is the multi-rater 360-degree feedback instrument. Used independently,
or as part of a management development program, multi-rater 360-degree
feedback can enhance self-awareness by highlighting what supervisors,
peers, subordinates, and customers see as an individual's strengths
and development needs. It is an exceptionally effective tool for
change. No other organizational action strategy has more power
for motivating employee behavior change than candid feedback from
work associates. Multi-source assessment creates accountability
and service to all stakeholders: supervisor, external and internal
customers, including coworkers and direct reports. In recognition
of the importance of human capital, organizations are spending
billions of dollars to enhance human performance using multi-rater
360-degree feedback tools.
All of the available evidence suggests that
the greatest power residing in multi-rater feedback is in development.
However, its' use in performance appraisals is increasing. A wide
range of tasks are important in organizations, and some of them
may be informed by the use of multi-rater feedback, including selection,
performance appraisal, compensation, promotions, team assignments,
transfers, downsizing, and succession planning.
The objective of a multi-rater 360-degree feedback process is
to improve the competencies, skills, and behaviors of a single
person or group of individuals. Competencies have been called the
DNA of organizations because they are the essence of a company's
competitive advantage. Organizational core competencies are those
qualities that distinguish an organization's products or services
from those of its' competitors and
establish value in the minds of its customers. A customized set
of competencies for a specific position is developed and individuals
are assessed on how well they demonstrate the desired competencies.
Individuals are evaluated both on how they do the job and the results
or outcomes achieved. Using 360-degree feedback instruments, employees
can compare their own perceptions of their skills, abilities, and
styles with the perceptions of others.
Multi-rater 360-degree feedback is a powerful process for developing
people, renewing organizations, supporting a cultural change, team
building, promotion and succession planning, management development,
building learning cultures, and implementing strategic initiatives.
Organizations are flattening hierarchies by eliminating unnecessary
layers of management and putting increased emphasis on empowerment,
teamwork, continuous learning, individual development, and self-management.
The Multi-Rater Model aligns with the organizations strategic vision
to create opportunities for personal and career development and
for aligning individual performance expectations with corporate
values. As organizations change their culture to align with their
vision and values, multi-source feedback becomes a powerful method
to communicate the new competencies required by the new values.
Multi-rater 360-degree feedback has many well-documented benefits:
| • |
Defines
corporate competencies. Identifies the critical factors that
link job requirements with business objectives. |
| • |
Increases
the focus on customer service. |
| • |
Creates
a high-involvement workforce. |
| • |
Detects
barriers to success. |
| • |
Gives
employees, managers, and teams a clear understanding of personal
strengths and areas for development. |
| • |
Increases
employee retention. |
| • |
Produces
positive cultural change. |
| • |
Employees
view feedback from different perspectives as fair, accurate,
believable, and motivational |
| • |
The
flexibility of the process makes it meaningful for people at
all levels of the organization. |
| • |
Multi-rater
feedback enhances the effectiveness of individual and team
development, continuous improvement, cultural diversity, change
management, executive coaching, and other company initiatives. |
The multi-rater 360-degree feedback process typically consists
of the following steps:
| 1. |
Develop
core-competencies for position. |
| 2. |
Select
survey instrument that reflects organization's vision of success,
values, and culture. Customize instrument to communicate competencies
for effective performance. |
| 3. |
Select
feedback team. Feedback recipient chooses his/her own raters
including colleagues, supervisor, direct reports, and customers. |
| 4. |
Conduct
targeted competency interview with feedback recipient. Administer
360- degree feedback instrument. |
| 5. |
Train
feedback raters on how to provide feedback to others. Administer
360-degree feedback instrument. Interview 6-8 individual raters
face-to-face. Assure raters of absolute confidentiality of
their responses. |
| 6. |
Collect
evaluations. |
| 7. |
Score
instruments. Conduct data interpretation & analysis. |
| 8. |
Generate
computer-assisted Feedback Report. |
| 9. |
Coach
feedback recipient on how to receive feedback. |
| 10. |
Present
the Developmental Feedback Report and identify strengths and
improvement goals with feedback recipient. |
| 11. |
Design
and facilitate sharing and clarifying session with feedback
recipient and raters. |
| 12. |
Create
Developmental Plan that clarifies preferred learning techniques,
developmental targets, and effective strategies for change. |
| 13. |
Design
Planning Guide to include:
• A clear, written statement
of the specific developmental goal
• The standards to be used for measuring when the target has
been reached
• The change strategies that will be incorporated into the
plan
• The action steps and learning techniques that correspond
to each change strategy
• The people who will be resources in the implementation or
monitoring of the plan |
| 14. |
Incorporate
Executive Coaching sessions focused on insight, motivation,
problem solving, skill acquisition, career development, and
performance improvement. |
| 15. |
Re-administer
feedback instruments in 6-12 months to measure behavior change. |
While creating a high-involvement culture,
multi-rater 360-degree feedback provides a proactive system that
aligns employees' behavior with organizational expectations. It
promotes the corporate vision, improves employee interpersonal
communication, and provides the constructive feedback most employees
strongly desire.
Working
Resources is a Leadership Consulting, Training and Executive Coaching
Firm Helping Companies Assess, Select, Coach and Retain Emotionally
Intelligent People; Emotional Intelligence-Based Interviewing and
Selection; Multi-Rater 360-Degree Feedback; Career Coaching; Change
Management; Corporate Culture Surveys and Executive Coaching.
Dr. Maynard Brusman
Consulting Psychologist and Executive Coach
Trusted Advisor to Senior Leadership Teams
Subscribe to Working Resources FREE E-mail Newsletter.
E-mail:mbrusman@workingresources.com . Type Subscribe Newsletter.
Voice: 415-546-1252 Web:www.workingresources.com
E-mail This Article to a Collegue...
Return
to Professional Effectiveness Articles Index
|
|
