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360 Feedback Evaluations Created by Jon DeWolfe Boise State University.

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Presentation on theme: "360 Feedback Evaluations Created by Jon DeWolfe Boise State University."— Presentation transcript:

1 360 Feedback Evaluations Created by Jon DeWolfe Boise State University

2 What will be covered What is 360 Feedback? What is 360 Feedback? Can 360 Feedback be effective for you? Can 360 Feedback be effective for you? Creating the Survey Creating the Survey How it works How it works Real World Example Real World Example Lets Give it a Try Lets Give it a Try Summary Summary Readings List Readings List

3 What is 360 Feedback? 360 feedback/multirater feedback is the assessment of employees by supervisors, subordinates, peers, and in some cases customers. 360 feedback/multirater feedback is the assessment of employees by supervisors, subordinates, peers, and in some cases customers. Used as a developmental tool Used as a developmental tool

4 Can 360 Degree Feedback Be Effective For You? Do you have the proper foundation for a successful program? Do you have the proper foundation for a successful program? One Size does not fit all One Size does not fit all What are our objectives of feedback? What are our objectives of feedback? Ask yourself, can you handle the feedback? Ask yourself, can you handle the feedback?

5 How to Create the Correct Survey Define what you want to evaluate Define what you want to evaluate Be Specific with your questions Be Specific with your questions Determine how results will be published Determine how results will be published Test, Revise, Finalize Test, Revise, Finalize

6 Setup, Train, Connect to Succeed Setup Setup Training, Training, Training Training, Training, Training Connection of the Process Connection of the Process

7 Why we Train, and then Train Again Employees do not know how to give or interpret constructive feedback Employees do not know how to give or interpret constructive feedback Coaches Coaches Feelings and Emotions Feelings and Emotions

8 3 Different Ways to Administer Send managers or certain individuals to an outside consultancy firm. Send managers or certain individuals to an outside consultancy firm. Contract out Contract out Internet/Intranet Based In House Internet/Intranet Based In House

9 Implementing Survey Anonymity and Confidentiality Anonymity and Confidentiality Constructive Comments vs. Suggestions for Improvement Constructive Comments vs. Suggestions for Improvement Voluntary vs. Mandatory Voluntary vs. Mandatory

10 How it works Likert Scale Likert Scale Open-Ended Questions Open-Ended Questions Distribution Distribution Collection Collection

11 Problems with Surveys Performance Appraisals Performance Appraisals Individual Appraisals Individual Appraisals Boycott of Survey Boycott of Survey

12 Nestle North America Real World Example

13 Nestle North America Kim Jeffery, CEO of Nestle Perrier Kim Jeffery, CEO of Nestle Perrier He was a very demanding type manager on purpose He was a very demanding type manager on purpose his style had been used in past, by his predecessor his style had been used in past, by his predecessor

14 Nestle North America Time for a change Time for a change Brought in a consultant to handle surveys and interviews with senior management Brought in a consultant to handle surveys and interviews with senior management Revelations of intimidation, temper problems, and firing power Revelations of intimidation, temper problems, and firing power

15 Nestle North America Subordinates were so intimidated by Jeffery that they werent coming to him with problems and ideas for fear of his temper. Subordinates were so intimidated by Jeffery that they werent coming to him with problems and ideas for fear of his temper. Self Reflection. I was mad at myself when I heard, I know the right way to do things. I thought I was seen as the regular guy. I didnt realize the impact my words had on people. Self Reflection. I was mad at myself when I heard, I know the right way to do things. I thought I was seen as the regular guy. I didnt realize the impact my words had on people.

16 Nestle North America Reaction and Plan of Action Reaction and Plan of Action He says hes better now-fewer outbursts and more effort to get managers working together. He says hes better now-fewer outbursts and more effort to get managers working together. He stresses that nobody can be perfect, but can change most problems with help and personal action plans. He stresses that nobody can be perfect, but can change most problems with help and personal action plans. Final verdict: With one or two lapses, Im told Ive done very well. Final verdict: With one or two lapses, Im told Ive done very well.

17 Lets Give It A Try How Do You Rate? Lets take a few minutes and really evaluate how this process can work. Lets take a few minutes and really evaluate how this process can work. Evaluate yourself based on the questions given Evaluate yourself based on the questions given Take a name from pile Take a name from pile

18 How Do You Rate? Evaluate person #1 Evaluate person #1 Take 2nd Sheet of Paper Take 2nd Sheet of Paper Evaluate person #2 Evaluate person #2

19 How Do You Rate, Cont. ? Place all surveys in a pile face down Place all surveys in a pile face down Administer surveys to appropriate people Administer surveys to appropriate people Allow 5 minutes for reading and thought Allow 5 minutes for reading and thought Discussion Discussion Surprised from results? Surprised from results? Are you prepared? Are you prepared?

20 Summary Training and planning is key Training and planning is key Action plan for dealing with feedback Action plan for dealing with feedback Use as a developmental tool Use as a developmental tool Focus the survey on core competencies Focus the survey on core competencies Adjust your attitude from the beginning, this process will make you a better manager Adjust your attitude from the beginning, this process will make you a better manager

21 Readings & Websites Of Interest Software Software

22 Books Maximizing the value of 360-degree Feedback… By Tornow and London Maximizing the value of 360-degree Feedback… By Tornow and London The Art and Science of 360 Feedback By Lepsinger and Lucia The Art and Science of 360 Feedback By Lepsinger and Lucia The Thin book of 360 Feedback: A Managers Guide By Collins The Thin book of 360 Feedback: A Managers Guide By Collins

23 Bibliography Nowack, Kenneth M., Hartley, Jeanne. 1999, How to Evaluate Your 360 Feedback Efforts. Training & Development. Vol. 53, Issue 4 Nowack, Kenneth M., Hartley, Jeanne. 1999, How to Evaluate Your 360 Feedback Efforts. Training & Development. Vol. 53, Issue 4 Atwater, Leanne, Waldman, David. 1998, Accountability in 360 Degree Feedback. HR Magazine, Vol. 43, Issue 6. Atwater, Leanne, Waldman, David. 1998, Accountability in 360 Degree Feedback. HR Magazine, Vol. 43, Issue 6.

24 Bibliography Cont. Frisch, Michael H. 2001, Going Around in Circles with 360 Tools: Have They Grown Too Popular For Their Own Good?. Human Resource Planning. Vol. 24, Issue 2 Frisch, Michael H. 2001, Going Around in Circles with 360 Tools: Have They Grown Too Popular For Their Own Good?. Human Resource Planning. Vol. 24, Issue 2 Bracken, David W., Summers, Lynn, Fleenor, John. 1998, High-Tech 360. Training & Development, Vol. 52, Issue 8 Bracken, David W., Summers, Lynn, Fleenor, John. 1998, High-Tech 360. Training & Development, Vol. 52, Issue 8

25 Bibliography Cont. Rosti Jr, Robert T., Shipper, Frank. 1998, A Study of the Impact of Training in A Management Development Program Based on 360 Feedback. Journal of Managerial Psychology. Vol. 13, Issue ½ Rosti Jr, Robert T., Shipper, Frank. 1998, A Study of the Impact of Training in A Management Development Program Based on 360 Feedback. Journal of Managerial Psychology. Vol. 13, Issue ½ OReilly, Brain, Furth, Jane. 1994, 360 Feedback Can Change Your Life. Fortune. Vol. 130, Issue 8 OReilly, Brain, Furth, Jane. 1994, 360 Feedback Can Change Your Life. Fortune. Vol. 130, Issue 8

26 Bibliography Cont. Pollack, David M. Pollack, Leslie J. 1996, Using 360 Feedback in Performance Appraisal. Public Personnel Management. Vol. 25, Issue 4 Pollack, David M. Pollack, Leslie J. 1996, Using 360 Feedback in Performance Appraisal. Public Personnel Management. Vol. 25, Issue 4 Bracken, David W., Summers, Lynn, Fleenor, John. 2001, 360 Feedback From Another Angle. Human Resource Management Vol. 40, Issue 1 Bracken, David W., Summers, Lynn, Fleenor, John. 2001, 360 Feedback From Another Angle. Human Resource Management Vol. 40, Issue 1


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