360 Performance Evaluations Presented By Karl Schaub Chris
360 Performance Evaluations Presented By; Karl Schaub, Chris Rice & Derek Leslie
The Four Types n 1. Top-Down Employee Performance Evaluations n 2. Peer-to-Peer Employee Performance Evaluations n 3. 360 -Degree Performance Reviews n 4. Self-Assessment Performance Reviews
Top-Down Employee Performance Evaluations n Most Common and Most Effective n Assessment given directly from manager n Most effective when the manager works with that employee daily n Least effective when HR completes it on second hand knowledge
Peer-to-Peer Employee Performance Evaluations n Requires same level employees to review each other q n No one knows a worker better than those that work with them Can cause problems if evaluations get back to employees
Self-Assessment Performance Reviews n Employee asked to rate themselves n Helps employee reflect on their performance and be an active part of their review n Generally employees are harder on themselves
360 -Degree Performance Reviews n Customers, Suppliers, Piers, and direct reports n Very effective if kept anonymous n Every angle is accounted for and gives a true performance picture
What 360 looks for.
The 18 Universal Competencies n Communication q q q n Listens to others Processes information Communicates effectively Adaptability q q Adjusts to circumstances Thinks creatively
The 18 Universal Competencies n Task Management q q n Works efficiently Works competently Development of Others q q Cultivates individual talents Motivates successfully
The 18 Universal Competencies n Leadership q q q n Instills trust Provides direction Delegates responsibility Relationships q q Builds personal relationships Facilitates team success
The 18 Universal Competencies n Production q q n Takes action Achieves results Personal Development q q Displays commitment Seeks improvement
Example Questions For 360 Evaluations
The Full Circle = 360 Degrees
Self Evaluation
The Self Evaluation n This is the first evaluation given n Usually just a paper that is given to employee and handed in to HR n The form will contain questions that foster honest feedback n They try to see themselves as others do
The Self Evaluation n This sets up a positive meeting with the manager Why? n Because the manager will tend to evaluate better than an employee will
Boss Evaluation
The Boss Evaluation n The Second Step of the process n The supervisor looks at the employee as unbiased as possible n It is key to not allow personal issues to block honest feedback
The Boss Evaluation n Even if the manager is biased the 360 method tends to account for it and will even it out n Tardiness, work ethic, creativeness, etc are all taken into account from the managers perspective
Peer Evaluation
Peer Evaluation n Third Step n 5 evaluations are usually collected n Information tends to be very accurate n Biases are kept to a minimum as long as confidentiality is maintained
Peer Evaluation n Creates a picture for the employee being evaluated that is q q q From other’s perspective Honest Eye opening Surprising Helpful Probably most accurate and truthful
Direct Report
Direct Report n Final Step n Given by those under the employee n Sometimes it is shown that words and actions are not necessarily matching up n Most helpful step for managers
Direct Report n Can come from q q q n Customers Suppliers Anyone under the employee Extremely honest because of the distance that is sometimes here for this report
This Leads To
Why is 360 Valuable to You? n Identifies your strengths and weaknesses from the perspective of others. n Improves your productivity and work relationships with those around you.
Why 360 Fits For Today’s Workplace n Jobs are many sided n Cut backs at firms cause for employees to pick up more responsibilities n Efficiency is becoming more important n This system delivers great suggestions
Why is 360 Valuable to You? n Improves workplace morale. n Provides a means to identify leadership competencies that need improvement. n Serves as a training needs assessment.
The 360 Evolution n At the beginning it was designed for managers or career development n Now the same evaluation process is used from the CEO down to Maintenance n And both are contributing the each other’s evaluation
Who Uses It? n 90 percent of Fortune 1000 companies n In our opinion every q q q n Company School Firm Sports Team Etc… Should use this system for Improvement
Technology n With the large numbers of employees there is a lot of information to keep track of n Employee Management Software is being used q q q It keeps track of trends Ensures secrecy for comments Gives the results quickly
360 Used For Pay Grades n Goals for specific employees can be inputted into the 360 system n How well everyone around the employee evaluates could indicate the amount of financial reward that employee receives
Strategic Mission n The purpose of doing 360 must be clearly defined n If the mission is to develop and grow all employees must know that it is all for everyone's improvement n If communication breaks down employees could fear everyone attacking them in the evaluations
Be Careful n You cannot be reckless with 360’s n If there are not clear goals set ahead of time then… q q n The evaluations will have no direction They will be hard to interpret It is best to have experts conduct these evaluations to ensure maximum effectiveness
Intel and 360 n Closely evaluated goals n Kept employees accountable for their inputs n Helped their employees to use evaluations accurately n Carefully watch for Gaming
Intel Continued n They find with 360 prejudices related to q q q n Age Gender Race Religion Or any other factors This has lead to great successes for Intel
Pros of 360 n More comprehensive system because responses are gathered from multiple perspectives n Feedback from peers and others may increase employee self-development
Pros Continued n It may lessen prejudices because the feedback comes from more people, not just one person n Quality of information is better n It complements TQM initiatives by emphasizing internal/external customers and teams
Cons of 360 n Requires training to work n Employees could give dishonest and invalid feedback n Can Be expensive
Cons Continued n Complex system in combining all responses n Feedback can be intimidating. Employees could feel like they are being “attacked” n Could be conflicting opinions, but accurate from their own standpoints
In Conclusion n Helps individuals and companies improve, grow and develope Provides honest and unbiased helpful feedback Increasing individuals performance with 360 degree evaluations will lead to overall succes for a firm
Has Anyone Ever Had A 360 Evaluation? n Please briefly describe it n What were your likes? n Dislikes? n Was it helpful
- Slides: 44