360 Degree Appraisal is a well-known HR practice followed in most renowned Corporates globally. 360 Degree Feedback is a system or process in which employees receive confidential, anonymous feedback from the people who work around them. This typically includes the employee's manager, peers, and direct reports. A mixture of about eight to twelve people fill out an anonymous online feedback form that asks questions covering a broad range of workplace competencies. The feedback forms include questions that are measured on a rating scale and also ask raters to provide written comments. The person receiving feedback also fills out a self-rating survey that includes the same survey questions that others receive in their forms.
Managers and leaders within organizations use 360 feedback surveys to get a better understanding of their strengths and weaknesses. The 360 feedback system automatically tabulates the results and presents those in a format that helps the feedback recipient create a development plan. Individual responses are always combined with responses from other people in the same rater category (e.g. peer, direct report) in order to preserve anonymity and to give the employee a clear picture of his/her greatest overall strengths and weaknesses. TECHKNOWLOGIZ, a pioneer in mGovernance Advisory and consulting practice use this methodology to metamorphose our managers into a Good Leader or Great Bosses.
An email hit the Inbox of our Director with a subject line in BOLD Capital letters,” INTERPERSONAL SKILLS - Good Bosses” and thus began the days of 360 degrees Feedback and appraisal system at TAS Pvt. Ltd. Irony! ‘Good Bossess’ is in small letters to signify the rarity of finding one these days. We use it at TECHKNOWLOGIZ now, not only for feedback, but both as a tool for promotions & decision making for role distribution but also for establishing it as a way to groom leaders within the firm. The moot question is why the same parameters and practices can’t be applied for Govt. and social sectors functionaries. For starters, the adaptation of the article from corporate world is reproduced below for your reading to enhance your understanding of the 360 degree concept and how it works.
["So you have got your promotion, moved up the ladder, have a larger team to handle now – well many congratulations to you. But the question is, are you prepared for such a role right now? With the skills you possess, the knowledge you hold and the great insights you have, are you able to encompass interpersonal skills and pay heed to the needs of your team? Do you have the appropriate interpersonal skills to become a good boss? As we move up the ladder we believe that all the things that we have acquired so far along with all the success will continue to foster further success in the future as well, though this might not be the case always. With growing success and positions we need to cultivate certain behaviours or skills which will help us in managing the large work force with a high success ratio. We have had enough discussions on bad bosses, bosses who abuse; as they are the legends of the game :)…but why not for change talk about those who played a key role in making us what we are, the good bosses!.
In my experiences, my good Bosses never interfered in any of my decisions but made sure that I did an analysis of all the pros and cons; helped me in understanding global best practices, so that I could prosper in the company. With high EQ, he taught me to empathize with people and then reconsider decisions, policies and procedures. He was truly a people’s person-humble and very popular amongst all the employees in various regions where we operate. All said and done, have you ever considered what are the qualities you appreciated are in your ‘good’ boss? In order to inculcate the same in yourself just enlist them and start working. Some of these are:
Communication skills: As a boss how you interact with team members can be seen from your communication skills and it could either make or break the interpersonal relations. The tone, pitch and choice of words can easily express the behaviour and interpersonal skills. Special emphasis on honing listening skills is empirical to be successful with people around you. Team members want to know if they are being heard.
High on EQ: In order to progress, one must have shown all the intellectual skills with consistency, now is the time when one needs to sharpen the skills of being a people’s person, and the best way out is empathy and genuineness. Think from their viewpoint, what would be best for them and also for the company. Provide solutions keeping in mind the team member’s welfare and growth. Appraise them- just a pat on the back may be, or occasionally sitting with them and having lunch, just like Mr. Adi Godrej started taking lunch once in a week in the Company’s cafeteria with all the employees.
Proper delegation: Delegating the right amount of authority with responsibilities is actually an art, and very rarely are people connoisseurs of this art. It only comes when the Manager knows the strengths and weaknesses of his/her team members properly, and then delegation happens with appropriate skills. Practice also makes people perfect in the art of delegation, initially there are times that one might not get the desired results and make mistakes but it does not mean that the chosen one is not the right person for the assigned work. Give them another chance and then rate them on the scale of success.
Cheering: Encouraging taking of initiatives, thinking out of the box and every time you have given an idea instead of refuting it down (S) he ensured that you understood the repercussions and then decided to go ahead with those ideas. Cheering reflects the vision of a person, how he plans to take his team ahead and thinks about their growth path and succession planning too. As I say, a compliment a day can make your employees happy and gay!
Decision Making: Though it has been talked about in delegation, but we will deal with it as another interpersonal skill required in a ‘good’ boss. They not only take good decisions themselves with people’s participation but also inculcate the same in their teams as well. Learning comes from trial and error and such bosses will always encourage taking some ‘not so good’ decisions too, although not at the stake of their business.
Less Interference: Personally, I really liked this in my boss that he hardly ever interfered in my work areas, however he taught me a lot, and still he used to manage to keep himself away from many things which now a days is a difficult task for some insecure managers/bosses or the legends referred to as the ‘bad’ bosses.
Sense of humour: One should know how to keep healthy humour flowing in the team, with some witty remarks, sometimes sharing of anecdotes and good jokes. While giving feedback to the team one should always keep some humour handy so that things can be handled positively. Interpersonal skills depend a lot on your intra-personal skills! If you possess the aforementioned qualities and skills in yourself and who knows you may end up being the next ‘GOOD’ BOSS!]
After reading the article, he then shoots a mail to his 10 Team members and a few people around him asking each team member to rate him on a scale of 1 to 5 : 5 " Highly Agree" and decreasing to "1" rated as very poor on the parameters listed above: The feedback is reproduced for your reference. The team members are to give feedbacks without disclosing their names or details to make it true, useful and free from any bias or fear of reprisal from the Boss or leader.
A higher rating should place the rated high on leadership scale and he has the potential of being a good boss.
After rating your leader, he requested his team members to kindly rate themselves on the parameters above and subm it the result to HR, it would be used as a part of appraisal for the year.
A high score would mean you are on track, otherwise Top functionaries in Govt. and social sector needs to do a rethinking on their leadership skills.
Dear Readers, please promote 360 degree system in your organisation or support us in our effort to incorporate these appraisal for Govt. leaders. Email us at ThinkTank@techknowlogiz.com for you support and opinion on this article. The adoption of such established HR practice calls for a huge investment by the Govt. and support from all stakeholders.
(The writer is CEO of Techknowlogiz)
Managers and leaders within organizations use 360 feedback surveys to get a better understanding of their strengths and weaknesses. The 360 feedback system automatically tabulates the results and presents those in a format that helps the feedback recipient create a development plan. Individual responses are always combined with responses from other people in the same rater category (e.g. peer, direct report) in order to preserve anonymity and to give the employee a clear picture of his/her greatest overall strengths and weaknesses. TECHKNOWLOGIZ, a pioneer in mGovernance Advisory and consulting practice use this methodology to metamorphose our managers into a Good Leader or Great Bosses.
An email hit the Inbox of our Director with a subject line in BOLD Capital letters,” INTERPERSONAL SKILLS - Good Bosses” and thus began the days of 360 degrees Feedback and appraisal system at TAS Pvt. Ltd. Irony! ‘Good Bossess’ is in small letters to signify the rarity of finding one these days. We use it at TECHKNOWLOGIZ now, not only for feedback, but both as a tool for promotions & decision making for role distribution but also for establishing it as a way to groom leaders within the firm. The moot question is why the same parameters and practices can’t be applied for Govt. and social sectors functionaries. For starters, the adaptation of the article from corporate world is reproduced below for your reading to enhance your understanding of the 360 degree concept and how it works.
["So you have got your promotion, moved up the ladder, have a larger team to handle now – well many congratulations to you. But the question is, are you prepared for such a role right now? With the skills you possess, the knowledge you hold and the great insights you have, are you able to encompass interpersonal skills and pay heed to the needs of your team? Do you have the appropriate interpersonal skills to become a good boss? As we move up the ladder we believe that all the things that we have acquired so far along with all the success will continue to foster further success in the future as well, though this might not be the case always. With growing success and positions we need to cultivate certain behaviours or skills which will help us in managing the large work force with a high success ratio. We have had enough discussions on bad bosses, bosses who abuse; as they are the legends of the game :)…but why not for change talk about those who played a key role in making us what we are, the good bosses!.
In my experiences, my good Bosses never interfered in any of my decisions but made sure that I did an analysis of all the pros and cons; helped me in understanding global best practices, so that I could prosper in the company. With high EQ, he taught me to empathize with people and then reconsider decisions, policies and procedures. He was truly a people’s person-humble and very popular amongst all the employees in various regions where we operate. All said and done, have you ever considered what are the qualities you appreciated are in your ‘good’ boss? In order to inculcate the same in yourself just enlist them and start working. Some of these are:
Communication skills: As a boss how you interact with team members can be seen from your communication skills and it could either make or break the interpersonal relations. The tone, pitch and choice of words can easily express the behaviour and interpersonal skills. Special emphasis on honing listening skills is empirical to be successful with people around you. Team members want to know if they are being heard.
High on EQ: In order to progress, one must have shown all the intellectual skills with consistency, now is the time when one needs to sharpen the skills of being a people’s person, and the best way out is empathy and genuineness. Think from their viewpoint, what would be best for them and also for the company. Provide solutions keeping in mind the team member’s welfare and growth. Appraise them- just a pat on the back may be, or occasionally sitting with them and having lunch, just like Mr. Adi Godrej started taking lunch once in a week in the Company’s cafeteria with all the employees.
Proper delegation: Delegating the right amount of authority with responsibilities is actually an art, and very rarely are people connoisseurs of this art. It only comes when the Manager knows the strengths and weaknesses of his/her team members properly, and then delegation happens with appropriate skills. Practice also makes people perfect in the art of delegation, initially there are times that one might not get the desired results and make mistakes but it does not mean that the chosen one is not the right person for the assigned work. Give them another chance and then rate them on the scale of success.
Cheering: Encouraging taking of initiatives, thinking out of the box and every time you have given an idea instead of refuting it down (S) he ensured that you understood the repercussions and then decided to go ahead with those ideas. Cheering reflects the vision of a person, how he plans to take his team ahead and thinks about their growth path and succession planning too. As I say, a compliment a day can make your employees happy and gay!
Decision Making: Though it has been talked about in delegation, but we will deal with it as another interpersonal skill required in a ‘good’ boss. They not only take good decisions themselves with people’s participation but also inculcate the same in their teams as well. Learning comes from trial and error and such bosses will always encourage taking some ‘not so good’ decisions too, although not at the stake of their business.
Less Interference: Personally, I really liked this in my boss that he hardly ever interfered in my work areas, however he taught me a lot, and still he used to manage to keep himself away from many things which now a days is a difficult task for some insecure managers/bosses or the legends referred to as the ‘bad’ bosses.
Sense of humour: One should know how to keep healthy humour flowing in the team, with some witty remarks, sometimes sharing of anecdotes and good jokes. While giving feedback to the team one should always keep some humour handy so that things can be handled positively. Interpersonal skills depend a lot on your intra-personal skills! If you possess the aforementioned qualities and skills in yourself and who knows you may end up being the next ‘GOOD’ BOSS!]
After reading the article, he then shoots a mail to his 10 Team members and a few people around him asking each team member to rate him on a scale of 1 to 5 : 5 " Highly Agree" and decreasing to "1" rated as very poor on the parameters listed above: The feedback is reproduced for your reference. The team members are to give feedbacks without disclosing their names or details to make it true, useful and free from any bias or fear of reprisal from the Boss or leader.
A higher rating should place the rated high on leadership scale and he has the potential of being a good boss.
After rating your leader, he requested his team members to kindly rate themselves on the parameters above and subm it the result to HR, it would be used as a part of appraisal for the year.
A high score would mean you are on track, otherwise Top functionaries in Govt. and social sector needs to do a rethinking on their leadership skills.
Dear Readers, please promote 360 degree system in your organisation or support us in our effort to incorporate these appraisal for Govt. leaders. Email us at ThinkTank@techknowlogiz.com for you support and opinion on this article. The adoption of such established HR practice calls for a huge investment by the Govt. and support from all stakeholders.
(The writer is CEO of Techknowlogiz)
Please tick against your choice honestly accordingly on the basis of your interaction and your own understanding of the person you are asked to rate.
Sl
No. 360 Degree Feedback Questionnaire/Satements
Fully Agree Agree Don’t know Dis- agree Highly
Disagree
1 He/ She has a has a very good in Communication skills 5 4 3 2 1
2 He/ She has a very High EQ 5 4 3 2 1
3 The person is extremely good in delegation 5 4 3 2 1
4 He/ She has a has very good in Decision Making as a Leader 5 4 3 2 1
5 My Boss or leader interferes in my work to the minimum in my work. 5 4 3 2 1
6 The person has a good Sense of humour 5 4 3 2 1
Sl
No. 360 Degree Feedback Questionnaire/Satements
Fully Agree Agree Don’t know Dis- agree Highly
Disagree
1 He/ She has a has a very good in Communication skills 5 4 3 2 1
2 He/ She has a very High EQ 5 4 3 2 1
3 The person is extremely good in delegation 5 4 3 2 1
4 He/ She has a has very good in Decision Making as a Leader 5 4 3 2 1
5 My Boss or leader interferes in my work to the minimum in my work. 5 4 3 2 1
6 The person has a good Sense of humour 5 4 3 2 1
