360 Feedback

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360 Feedback

• A Tool For Improving
• Individual And Organizational
• Effectiveness

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Gallup Survey Results
The top 25 of profitable companies in the US
recognize feedback as being critical to the
management/leadership role. Feedback, used
effectively, has a big influence on employee
retention, profitability, and customer
satisfaction.
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360 Degree Feedback
Manager
Employee Rates Self
Direct Reports
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Context Structure of the organization its
mission and work environment
Situation Readiness, ability , and willingness to
perform, including pressures and goals and
expectations
Results are outcomes of behaviors. Because of
feedback, results can be improved.
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What Are The Benefits for the Organization?

• 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 with
  manager and direct reports
• Helps produce desired change and individual
  performance improvement

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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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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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What services do we provide?

• Administrative support Traci McDade
• Consulting, Coaching, Analysis (One fee)
• Create a customized 360, based on your input,
  values, and competencies
• Orient the organization, subjects, and raters to
  the 360 process (webinar)
• 3-4 hour coaching sessions with each subject to
  analyze feedback for development
• Development Planning Guide included

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What Do We Measure?

• Observable skills and behaviors based on
  competencies identified for
• the individual and organization

Focusing on Customer Needs Organizational
Skills Job Knowledge and Competence Managing
Performance Leadership
Adapting to Change Communicating With
Others Conflict Management Work
Behaviors Organizational Skills

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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
• 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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Sample Project Timeline
Orientation For Raters April 10
Send 360 Assessment To Raters April 13
Nominate Feedback Providers (raters) April 9
Follow up Coaching Sessions TBD
Mail DPG and Report to Subject April 22
Development Plan and Discussion with Manager TBD
Assessments Completed By Raters April 21
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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
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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 an item if you have not
  observed 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
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 (Your
  organization)?
• 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 Support

• Choose raters wisely to get a variety of
  feedback, and ask for permission from the rater.
• Questions and concerns to Henson Associates will
  be responded to within 24 hours by phone or
  email.
• Reminders 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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Based on the feedback report, subjects will be
able to . .

• Identify development priorities and strengths
• Ask for additional verbal feedback if needed
• Analyze strengths and weaknesses to improve
  performance
• Take action to create and implement a targeted
  development plan (1 -3 specific actions) that can
  be completed in 60-90 days
• Review progress against plan in 3-6 months

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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!
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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.