360 Feedback

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360 Feedback

• A Tool For Improving
• Individual And Organizational
• Effectiveness

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360 Degree Feedback
Manager
Employee Rates Self
Direct Reports
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Context
Situation
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What Are The Benefits?

• Sends a positive message to associates
• We are investing in your professional
  development.
• Reinforces the desired corporate culture
• Supports employee involvement by asking for
  feedback on leadership behavior
• Sets the stage for more open communication
• Helps produce desired change and individual
  performance improvement

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How does 360 benefit the feedback receiver?

• Develops an awareness of the impact that his or
  her actions have on others.
• Validates self-perceptions of strengths and
  weaknesses.
• Provides information for professional development.

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What Do We Measure?

• Observable skills and behaviors based on
  competencies identified for
• XYZ Corporation

Directing and Inspiring Action Fostering
Teamwork Customer Focus and Commitment Managing
Performance/Coaching Developing Self and Others

Leading by Example Acting with Integrity Interpers
onal Behaviors Communicating with Others Building
Relationships

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The 360 Process
Identify feedback criteria
Orientation for participants
Subjects select respondents
Conduct survey via Web
Developmental dialogue with manager and others
Download data and create reports
Review feedback and meet with coach

• Implement Plan
• Measure Results
• Re-assess

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How Do We Protect Confidentiality?

• Outside consulting firm for administration and
  processing Henson Associates, Dayton OH
• Combine ratings with others in each rater group
  the raters name does not appear in the
  assessment results
• Provide web access and password protection
• Ask raters to use discretion so they dont share
  their ratings and comments with others
• Share a summary report with your manager

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How do we manage the process remotely?

• Prepare a roster of subjects and raters with
  email addresses and phone numbers.
• Conduct orientation for participants online and
  webinar
• Send assessment hyperlink to each rater via
  email. Rater clicks on hyperlink to access
  web-based assessment
• Henson Associates retrieves data from server
• Reports are printed and distributed to feedback
  receivers prior to feedback and coaching
  sessions.

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Feedback Survey Software 20/20 Insight Web
Response
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E-mail with hyperlink (URL) is sent to each
respondent
URL Link
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Web site with customized instructions - user
id provided - password chosen by rater
At web site, enter user ID and chosen password
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Checklist of Items
Select items for comments
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Using the Effectiveness Scale

• Assess subjectRate on effectiveness (1-6 scale)
• Do not rate item if you cannot
  assess this behavior or skill so you dont skew
  the results.
• Use the following scoring to reflect your
  observations

1
3
5
6
N
Minimally Effective
Moderately Effective
Highly Effective
Not Observed/ Not Applicable
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Provide comments when appropriate
Comments are optional, but very helpful
- Provide comments for about 50 of items - Do
not type No Comment leave blank as it wastes
paper when printing report
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Summary Questions

• What are one or two practices that make this
  person effective in his or her role at XYZ
  Company?
• Describe any changes you believe are important
  for this person to work more effectively with
  you.
• Are there any other comments that would be
  helpful?

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Technical SupportHenson Associates

• Choose raters wisely to get a variety of feedback
  and ask for their permission.
• Questions and concerns to Traci McDade,
  assessment coordinator.
• We will respond within 8 hours by phone or email.
  
• Reminder emails and/or a phone call will be sent
  to raters 2-3 days before due date.
• Our goal is 100 participation of all raters.

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What Feedback Receivers Learn

• AREAS FOR IMPROVEMENT
• Performance Areas To Target for Improvement

• STRENGTHS
• Performance Areas To Target for Greater
  Utilization

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Based on feedback report and coaching, subjects
will be able to . .

• Identify development priorities and strengths
• Ask for additional verbal feedback if needed
• Analyze information to improve performance
• Take action to create and implement a targeted
  development plan (1 -3 specific actions) that can
  be implemented within 90 days
• Follow up with manager and coach
• Review progress against plan in 3-6 months

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Project Timeline
Orientation For Feedback Providers
Send 360 Assessment To Raters
Nominate Feedback Providers (raters)
Feedback and Coaching Sessions
Email SDT and Report to Subject
Assessments Due
Development Plan and Discussion with
Manager TBD
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Contact Information
Have a question, comment, or concern? Call Henson
Associates Assessment Coordinator Traci
McDade 910-326-1010
traci_at_hensonassoc.com Facilitator/Coach
Nancy Henson 937-886-0151
nhenson_at_hensonassoc.com
If we are unavailable by phone, please leave a
message and a time to return your call.
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Please remember...

• Providing 360 feedback is important and deserves
  your time and consideration.
• Subjects must have confidence in the data to take
  responsibility for using it for development
  planning.

Thank you!