2. What is 360-degree Appraisal?
Evaluation tool that utilizes opinions of many different people that interact with the employee on a routine basis.

3. Objectives of 360-degree appraisal
Providing insight into the strong and weak areas of the candidate
Identification of developmental needs
Generating data to serve as a more objective basis for rewards and other personnel decisions.
Reinforcing other change management efforts and organization effectiveness directed interventions.
Aligning individual and group goals with organizational vision, values and goals.
Culture building.

4. Objectives of 360-degree appraisal 2
Leadership development
Potential appraisal and development
Career planning and development
Succession planning and development
Team building
Planning internal customer satisfaction improvement measures.
Role clarity and increased accountability

5. Prerequisites for participation in 360-degree appraisal
The top management is committed to develop the competencies of employees on a continuous basis.
There are a number of HRD systems operating in the organization and they are being taken seriously in implementation.
The top management is serious about creating opportunities for employees to learn from each other and learn from their mistakes
The top management is willing to invest their time and effort in giving feedback to their own subordinates.
The top management and senior managers take the current appraisal system seriously and do all that they are required to ensure its effective implementation.
The top management and senior managers conduct their performance review and counselling sessions regularly.

6. Prerequisites for participation in 360-degree appraisal
There is a good degree of teamwork being emphasized in the organisation
The HRD department has a high level of credibility.
Top management interventions are not looked at with suspicion by the employees.
Managers are interested in learning about themselves.
Softer issues of management like managing people, professionalism, development etc. are emphasized in the organisation.
Managers like their jobs seriously and learn.
The organisation has a history of taking all change management tools seriously and implementing them till the end.
People in the organisation take feedback seriously and try to benefit from the same.

7. How to implement 360-degree appraisal
Planning
360-degree
feedback
Review
Piloting
Implementing
Feedback

8. 360-degree appraisal-Methodology
The questionnaire: Dimensions measured in questionnaires are:
Leadership
Team player
Self-management
Communication
Vision
Organizational skills
Decision making
Expertise
Drive
Adaptability
Ratings
Data processing
Feedback
Action

9. 5 things to consider before you start 360 degree appraisal
Purpose
clarify why and what
communicate to everyone.
2. Culture – are you ready?
Do you have a mature enough team dynamic?
Are you open enough?
Those involved need to feel comfortable & supported.
3. Timing of introduction – also link with the planning cycle.
4. Roll out – champion?
How to generate buy-in (commitment to achieving a shared goal )?
Involve everyone early.
5. Confidentiality for appraisees and raters – non-attributable.

10. Benefits of 360-degree appraisal
Benefits to the Individual
Process helps individuals understand how others perceive them
Personal development needs are revealed
Feedback is essential for learning
Individuals can better manage their careers and performance
Benefits to the Team
Increases communication between team members
Supports teamwork by involving team members in the development process
Benefits to the Company
Better career development for employees
Promote from within
Improves customer service by having customers contribute to the training
Drives training

11. Pros and Cons Pros Combined opinions more accurate
Colleague comments tend to carry weight
Some skills are best judged by peers and not management
Increases motivation of employees
Helps engender a more honest organizational culture
Cons
Administratively burdensome
Results can be difficult to interpret
Feedback can be damaging unless handled appropriately
Can generate an environment of suspicion and cynicism if not managed openly and honestly

12. 360 degree feedback in practice
Automobile association(AA), UK: Used 360-degree feedback to stimulate and measure culture change.
Well-led, informed, motivated and trained employees
Atlantic Richfield Company (ARCO), USA: Used 360-degree feedback to build teamwork.
Cause of oil spill communication failure and behaving in a routine way in a non-routine situation.
Team View/360 window based software was used.