360-degree Feedback

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Talent Management Best Practices360-degree feedbackHow to improve the accuracy and impactof feedback with 360-degree reviews

IntroductionThe benefits of360-degree feedback360-degree feedbackbest practices360-degree feedback in theHalogen Talent Space suiteSuccess storiesand resourcesWrapping it upand referencesTable of contents:Introduction: Why multirater feedback matters. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3The benefits 360-degree feedback brings to performance appraisals 4More accurate, credible and reliable performance appraisal ratings 5Increased employee acceptance of feedback on their performance 6Improved employee performance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7Higher functioning work teams. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8Best practices for implementing multirater assessments . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9Best practice #1: Have employees choose raters with manager approval 10Best practice #2: Provide aggregated, anonymous feedback. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11Best practice #3: Gather ratings on demonstration of competencies 12Best practice #4: Provide training for participants. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13Best practice #5: Follow up with coaching and development. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14Improving the accuracy and impact of feedback in the Halogen TalentSpace suite 15Best practice #1: Have employees choose raters with manager approval 16Best practice #2: Provide aggregated, anonymous feedback. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17Best practice #3: Gather ratings on demonstration of competencies 18Best practice #4: Provide training for participants. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19Best practice #5: Follow up with coaching and development. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20Improving the accuracy and impact of feedback with 360 degree reviews in practice 22Key questions for your organization . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .25360 degree review resources. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .26References . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 282 How to improve the accuracy and impact of feedback with 360-degree reviewsCopyright 2014 Halogen Software Inc. All rights reserved.

IntroductionThe benefits of360-degree feedback360-degree feedbackbest practices360-degree feedback in theHalogen Talent Space suiteSuccess storiesand resourcesWrapping it upand referencesIntroduction:Why multirater feedback mattersWhat is multirater feedback and, most importantly, why does it matter?Easy enough to answer.In this eBook, you’ll:According to the experts, multirater feedback is a fundamental element in bestpractice performance management 1. In fact, the Performance ManagementStandard, written by the American National Standards Institute (ANSI) and theSociety for Human Resource Management (SHRM), indicates that gatheringfeedback from individuals other than an employee’s manager to assessperformance is a best practice related to goal setting/management2. Learn about the benefits 360-degree or multirater feedback canbring to your performance management practices Discover best practices for implementing multirater assessments Find out how you can adopt best practices in your organizationusing Halogen TalentSpace What’s particularly surprising is that, while 360-degree feedback and multiraterassessments have been proven to provide many benefits, most organizationsdon’t use them widely. Various studies conducted by the Corporate LeadershipCouncil indicate further indicate that the organizations that do use 360-degreefeedback, cover only a small percentage of the total employee population3. Read about companies who have already adopted these bestpractices and are reaping the benefitsLepsinger and Lucia, authors of the best-selling book, The Art and Scienceof 360 Feedback, found that surveyed human resources managers use360-degree feedback for performance appraisals infrequently4.Is your organization leveraging the power of 360-degree and multiraterfeedback to enhance your performance appraisal process? Perhaps? Not sure?Reading this eBook might be time well spent.3 How to improve the accuracy and impact of feedback with 360-degree reviewsCopyright 2014 Halogen Software Inc. All rights reserved.

IntroductionThe benefits of360-degree feedback360-degree feedbackbest practices360-degree feedback in theHalogen Talent Space suiteSuccess storiesand resourcesWrapping it upand referencesThe benefits 360-degree feedback brings toperformance appraisals360-degree multirater feedback can deliver a host of benefits to both the employee and the organization. For example, research has foundthat when employee performance management includes multirater feedback, organizations see:More accurate, credible and reliableperformance appraisal ratingsIncreased employee acceptance ofperformance feedbackLet’s look at each of these in more detail.4 How to improve the accuracy and impact of feedback with 360-degree reviewsCopyright 2014 Halogen Software Inc. All rights reserved.Improved employee performanceHigher functioning work teams

IntroductionThe benefits of360-degree feedback360-degree feedbackbest practices360-degree feedback in theHalogen Talent Space suiteSuccess storiesand resourcesWrapping it upand referencesMore accurate, credible and reliable performance appraisal ratingsOrganizations often use performance management data to make importanttalent management decisions regarding employees. This is why it’s so criticalfor appraisal ratings to be accurate, credible and reliable.Employee performance appraisal ratings can affect many activities —including goal assignment, development plans, promotion or lateral moveopportunities, compensation decisions, and more. The more confident amanager can be in rating an employee and making these decisions, the better.Having accurate data in-hand not only makes it easier for the manager tomake these decisions, it also makes the employee more likely to understandand accept the decisions.Academic and field research has shown compelling evidence that multisourcefeedback systems are more accurate, credible and valid than single-ratersystems. The Corporate Leadership Council5,6, SHRM7, CCL8, Schuster-Zingheimand Associates9, and Bersin by Deloitte10,11 all confirm these findings.Gathering feedback from colleagues, direct reports, other managers,teammates (or even people outside of the organization) provides morecomprehensive insights than a single-source system and leads to moreaccurate, credible and reliable performance ratings and data. This is becausemultisource feedback allows for various perspectives to be included, based onvarying experiences with the individual, most of which cannot be providedentirely by one’s manager alone.5 How to improve the accuracy and impact of feedback with 360-degree reviewsCopyright 2014 Halogen Software Inc. All rights reserved.Multisource feedback gives a manager a more completepicture of the employee, their performance and theirdevelopment needs, and helps remove bias or subjectivitythat may be inherent in single-source feedback.Employees, in turn, havebeen found to be moresatisfied with multiraterappraisals than withsingle-rater appraisals.

IntroductionThe benefits of360-degree feedback360-degree feedbackbest practices360-degree feedback in theHalogen Talent Space suiteIncreased employee acceptance of feedback on their performanceIt’s one thing for a manager to feel confident that they’ve sought a broadrange of views in order to gain a complete and accurate picture of theiremployees’ performance. It’s quite another for the employees themselvesto feel that this feedback is fair and representative of their performance.When performance feedback comes from a single source, or is perceivedto come from a single source, it’s easier for an employee to ignore themessage or believe that this feedback isn’t an accurate representation of theirperformance. They can more easily dismiss it as “just one person’s opinion.”If an employee doesn’t agree with or believe the feedback that they receiveis accurate, they simply might not accept it or make any effort to improveor change.When employees know that feedback is coming from multiple sources —or is repeated consistently — they are more likely to accept what they hearas more representative of their performance. They’re also more likely toadopt a recommended change or engage in development to improve theirperformance in this area.Research by the Corporate Leadership Council12, the University of RhodeIsland13, and Kwela Leadership & Talent Management14 all show that receivingmultirater feedback increases employee acceptance of feedback.6 How to improve the accuracy and impact of feedback with 360-degree reviewsCopyright 2014 Halogen Software Inc. All rights reserved.When employees knowthat feedback is comingfrom multiple sources —or is repeated consistently— they are more likely toaccept what they hear asmore representative oftheir performance.Success storiesand resourcesWrapping it upand references

IntroductionThe benefits of360-degree feedback360-degree feedbackbest practicesImproved employee performanceNot surprisingly, having high-performing employees is a goal for anyorganization. When employees perform well and are highly engaged, betterbusiness results will naturally follow.Multirater assessments have been shown to improve individual employeeperformance. In part because the employee is more likely to accept thefeedback and ratings, and in part because the feedback is often morespecific or is reinforced, the employee is more likely to internalize themessage and take steps to improve their performance.Multirater feedback has the greatest impacton employee performance when it was partof a comprehensive approach to performancemanagement that also aligns individual goals withorganizational strategy, aligns development withemployee goals, and includes regular follow-up onprogress, development and performance.7 How to improve the accuracy and impact of feedback with 360-degree reviewsCopyright 2014 Halogen Software Inc. All rights reserved.360-degree feedback in theHalogen Talent Space suiteSuccess storiesand resourcesWrapping it upand references

IntroductionThe benefits of360-degree feedback360-degree feedbackbest practices360-degree feedback in theHalogen Talent Space suiteSuccess storiesand resourcesWrapping it upand referencesHigher functioning work teamsWorking in teams is becoming more common for organizations. If these teamsare high-performing, employees and the organization alike will benefit.What can we say about high-performing teams? They enable employeesto share the workload more evenly, benefit and learn from each other’sstrengths, and improve peer relationships. Because of this, they tend to resultin higher employee engagement. In addition, high-performing teams havebeen shown to work more effectively and yield better results for the customer,which benefits the organization15.The behaviors required for effective teamwork are not necessarily thesame behaviors required to be an effective individual contributor in a moretraditional, top-down management relationship.As more and more work becomes team-based, these skills become criticalto individual and organizational success. Soliciting and receiving multiraterfeedback from team members can help improve each member’s individual aswell as team working skills.Research by the Harvard Business Review16, SHRM17, Schuster-Zingheim andAssociates, Inc.18 and CLC19 suggests that using multirater feedback can helpto build high functioning teams.By participating in multirater assessments of each other, team membersprovide their own assessments or judgments about how an individual isperforming in various areas. If this is done in a transparent and trustingenvironment, the feedback can support great improvements in team work by: opening the lines of communication correcting colleagues’ inaccurate perceptions of themselves or others reinforcing team norms and expectations fostering individual development encouraging individual accountability increasing team members’ trust in one another8 How to improve the accuracy and impact of feedback with 360-degree reviewsCopyright 2014 Halogen Software Inc. All rights reserved.In a team setting, multirater feedback allows employeeswho are working together with shared goals, customers andproblems to contribute meaningful and relevant feedbackto individual performance reviews, as well as enhance theindividual’s understanding of how their colleagues perceivethem and their work.

IntroductionThe benefits of360-degree feedback360-degree feedbackbest practices360-degree feedback in theHalogen Talent Space suiteSuccess storiesand resourcesWrapping it upand referencesBest practices for implementing multirater assessmentsNow that we’ve examined some of the proven benefits of gathering 360-degree or multisource feedback, let’s look at the best practices thatsupport these benefits.Have employees choose raters with manager approvalProvide aggregated, anonymous feedbackGather ratings on demonstration of competenciesProvide training for participantsFollow up with coaching and development9 How to improve the accuracy and impact of feedback with 360-degree reviewsCopyright 2014 Halogen Software Inc. All rights reserved.

IntroductionThe benefits of360-degree feedback360-degree feedbackbest practices360-degree feedback in theHalogen Talent Space suiteSuccess storiesand resourcesWrapping it upand referencesBest practice #1Have employees choose raters with manager approvalResearch by the Corporate Leadership Council20,21 and Hoftra University22suggests that allowing employees to choose their multirater assessors, subjectto their manager’s approval, is the best practice, as compared to a processwhere the manager, HR or some other authority chooses the assessors.Allowing the manager to review, approve and alter the employee’s selectionsas needed, helps ensure the integrity of the process. Managers can helpensure the raters selected are appropriate.When employees can select their own raters they:tend feel that the process is fair andtrustworthyManager approval also helps preserve rater/feedback anonymity, since theemployee doesn’t know who exactly was included in the final list of assessors.see its valueare typically more accepting of the feedbackitself, since they’ve helped chose assessorsrate the process as being of greater benefit10 How to improve the accuracy and impact of feedback with 360-degree reviewsCopyright 2014 Halogen Software Inc. All rights reserved.

IntroductionThe benefits of360-degree feedback360-degree feedbackbest practices360-degree feedback in theHalogen Talent Space suiteBest practice #2Provide aggregated, anonymous feedbackIn order to get the most honest and accurate feedback from raters and driveup process participation, it’s important to keep identities anonymous and toaggregate any ratings and feedback that are provided back to the employee.The Corporate Leadership Council23 and SHRM24 found that when assessorsknow their feedback and ratings will be aggregated and kept anonymous,they tend to rate employee performance more honestly and accurately.When assessors believe their identities may be made known to theemployee, they often inflate their ratings, or provide more positivefeedback. This phenomenon happens both with peer assessments andupward assessments.Process participation by multirater assessors can also increase withanonymous, aggregated feedback as it helps to reassure them thatthere will be no personal consequences as result of their feedbackand ratings.11 How to improve the accuracy and impact of feedback with 360-degree reviewsCopyright 2014 Halogen Software Inc. All rights reserved.Success storiesand resourcesWrapping it upand references

IntroductionThe benefits of360-degree feedback360-degree feedbackbest practices360-degree feedback in theHalogen Talent Space suiteBest practice #3Gather ratings on demonstration of competenciesGathering ratings on an employee’s demonstration of competencies inmultirater assessments makes it clearer and easier for assessors to evaluateperformance since their evaluation is based on defined and requiredperformance criteria. Multirater assessments have been shown25,26 to providemore consistent evaluation across the assessors and to improve processtransparen

How to improve the accuracy and impact of feedback with 360-degree reviews 360-degree feedback. Wrapping it up and references 360-degree feedback best practices . Is your organization leveraging the power of 360-degree and multirater feedback to enhance your performance appraisal process? Perhaps? Not sure?

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