360 Performance

Management
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Direct Supervisors Role

(Continued)

Check on employees
progress
Provide motivational
reinforcement

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Feedforward Interview
Goals:
Understand the types of behaviors
and skills that individuals have
that allow them to perform well
Think about ways to use these
behaviors and skills in other
contexts to make further
improvements in the future

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360-Degree Feedback Systems

Tools to help employees improve
performance by using performance
information gathered from many
sources
Superiors
Peers
Customers
Subordinates
The employee

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360-Degree Feedback Systems

(Continued)

Anonymous feedback
Most useful when used
For DEVELOPMENT
NOT for administrative purposes

Internet used for collecting data

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Necessary Organizational Norms

Include:

Cooperation
Openness and trust
Input and
participation valued
Fairness

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Is the 360-Degree Feedback

System Always Beneficial?

Most effective for individuals who:

Are high in self-efficacy
Perceive a need to change
Believe change is feasible
Set goals and take action

Less effective for individuals who:

Are low in self-efficacy

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Overview of 360-Degree Feedback

Systems

Advantages of 360-Degree
Feedback Systems
Risks of 360-Degree Feedback
Systems
Characteristics of a Good 360Degree Feedback System

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Advantages of 360-Degree
Feedback Systems

Decreased possibility of biases

Increased awareness of expectations
Increased commitment to improve
Improved self-perception of
performance
Improved performance
Reduction of undiscussables
Increased employee control of their own
careers
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Risks of 360-Degree Feedback

Systems

Unconstructive negative feedback

hurts
Are individuals comfortable with the
system? (User acceptance is crucial)
If few raters, anonymity is
compromised
Raters may become overloaded.
Stock values may drop

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Characteristics of a Good 360Degree Feedback System

Anonymity
Observation of employee
performance
Avoidance of survey fatigue
Raters are trained

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Characteristics of a Good 360Degree Feedback System

Used for developmental purposes

only (at least initially)
Emphasis on behaviors
Raters go beyond ratings
Feedback interpretation
Follow-up

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