PERFORMANCE

MANAGEMENT
360O FEEDBACK
SYSTEM

M AlShaibah

360

FEEDBACK

What is 360o Feedback?

Also referred to as multi-rater
appraisal, multi-source feedback
or 360 degree profiling. It is a
confidential process where a
participant receives anonymous
skill evaluations from a circle of
stakeholders (peers, direct reports,
a supervisor, etc). The results help
determine
the
participant's

Benefits of 360O Feedback


Broader
Feedback:

Scope

of

Feedback is received from all key

stakeholders,
not
just
a
supervisor, providing a wellrounded view of how others
perceive a participant's efforts.

 Fair Feedback:
The 360 process is conducted in
a confidential setting so raters
can provide accurate and honest
feedback. If there are only a few
rater surveys, the results are
combined in order to obscure
rater identity.

 Self Awareness:
Results are presented in a
complete report that highlights
the strengths and weaknesses of
a participant's skills in a given
set of competencies. It gives the
participant a clear and accurate
picture of their performance that
could not be seen otherwise.

 Self-Development:
Getting
a
clear picture
of
performance
helps
identify
weaknesses that need to be
improved as well as strengths
that can be leveraged. Knowing
the skills that need improvement
is the first step towards creating a
plan of development for short and
long term.


Reduces
Turnover:

Costs

and

360o feedback facilitates an

environment that encourages
self-development, which leads to
job satisfaction. This minimizes
turnover
and
the
costs
associated
with
replacing
employees.

Other benefits:

Provides quantifiable data on soft ski

Increases communication
Supports teamwork
Increases team effectiveness

Traditional Feedback
System
SUPERVISOR

ME

Coworke
rs
Custome
rs

Reports

M
E

360o Feedback
System
Supervis
or

ME

360 Competency
Assessment
O

By assessing existing and

aspiring
managers
the managers
will on their
Leadership
be
ablequalities
to
effectively
complete
three
tasks, mentioned
in the following
slides

TASK 1
1. Enables existing and aspiring
leaders (irrespective of their
position in the organizational
hierarchy) to gain feedback on
how well they are establishing the
essential leadership conditions
that will encourage others to
follow them.

TASK 2
2. Develop a personal leadership
plan to address each of the
leadership conditions, i.e. how
they will establish a
shared
understanding of the environment
in which the organization is
operating.

hared understanding of the environment:

A shared sense of direction
A shared set of values and a feeling
of team
A shared feeling of power

TASK 3
3 . When completed a second
time, track the progress. This tool
can be used to:
improve leadership effectiveness,
effect change in the organization
and/or
initiate a specific training or
development program.

Decisions
Managing
Skills assessed:
Change
Serving
Planning
Customers
Measuring
Results
Delegating
Handling
Pressure
Influencing
Negotiating
Others
Resolving
Interviewing

THANK
YOU