Today, the 360 Degree Feedback system has grown in popularity, earning a mention in a Fortune magazine which estimated that some form of the method was being utilized by around 90% of all Fortune 500 companies. Jack Welch, CEO of GE, used the 360 degree feedback in conjunction with the six sigma program to identify and retain the top employees which also boosted shareholder value each year. The 360 degree feedback concept gained traction in the 1980s, growing in popularity as companies like General Electric began adopting the idea and experienced incredible success. The emergence of the internet was a game changer though, allowing a faster, completely anonymous, and more efficient way to conduct the surveys. The invention of the typewriter made this easier and the feedback more secure. This prevented the complete anonymity that is a cornerstone of the system. It was a little cumbersome in its infancy because the feedback had to be handwritten. The early success of this concept was not without its growing pains. This resulted in a more powerful, efficient workforce and increased financial success which ultimately led to a buyout of the company, placing them in the Exxon Mobil family. In the1950s the Esso Research and Engineering Company used this tool to evaluate employees. Using surveys to obtain feedback from a 360 perspective is not a new practice. While it does help create an effective performance evaluation, it also offers opinions and observations that the leader can use to shape his or her career path and future. Most organizations use the 360 degree assessment to implement and improve professional development. This allows for feedback from various points of view at several different levels. In some settings, customers or clients may also be included. There is also typically a self-evaluation section for the leader. The 360 assessment, also known as 360 degree assessment, is a powerful performance feedback tool that utilizes evaluations from a leader’s supervisors, peers, and subordinates. We’ll explain those guidelines and how your organization can use 360 assessments to more effectively manage its leaders. To fully utilize these assessments, there are some guidelines that facilitators and raters must understand. It can also uncover qualities that typical reviews don’t, like interpersonal skills and the ability to be a team player. While this approach may work for some, a 360 degree approach is more effective for most.Ī 360 assessment provides a holistic view of leadership abilities, skills and job performance. In many organizations, performance reviews are conducted by supervisors who may not even be familiar with the leaders they’re assessing.
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |