MRA / 360 Degree Feedback System Dual Scale Surveys
The 360 Degree Feedback Process includes:
Establish scope, purpose and goals of 360 Degree Feedback
Administer the 360 degree surveys
Develop action plan
Implement action plan and training
Conduct post training
Once the survey is ready, the participating individual(s) asks people, who are familiar with him/her, to complete an online survey. Such as:
Reviewing the Results:
Evaluate Individual Effectiveness
An important step in benefiting from the 360 degree feedback is understanding the concept of Gap Size.
Gap Size is the numeric difference between how often a behavior occurs and how often the behavior is expected or needed. It is the difference between what the person believes is occurring now and what is needed or expected.
Reviews the design of the survey
Explains how Gap Size is calculated
Reviews how Gap Size is presented in the person's Confidential Feedback Report
Calculating and Interpreting Gap Size
To help evaluate the effectiveness of the individual's current practices, a measurement called Gap Size was created.
Gap Size is the difference between what a person believes is occurring now and what is needed or expected.
Interpreting the Feedback Report
The person's Confidential Feedback Report focuses on the Gap Sizes that resulted from the way people answered the two questions.
The results are separated on the report to show:
The results for each behavior based on the surveys completed by the person/Self and the person's manager/Boss.
The results for each group that answered surveys; i.e., direct reports; peers; co-workers; team members; others; etc
If the "Self" or the "Boss" responses produced a reversal, the size of the reversal (see right column on the graphic above) is shown in the Gap Size Distribution table.
Meeting the more important needs of the majority of people is what is necessary to maintain or increase your effectiveness. It is impossible to meet every need of every person. Some people have unrealistic needs and some needs are impossible to meet.
Key Factors in Reviewing Survey Results
During the review of the results, there are 3 factors suggested to be considered as the feedback is reviewed and evaluated.
These 3 key factors are:
There are 3 things suggested to be done when using this feedback to help improve current effectiveness.
Identify current strengths as well as identify the changes that are the most important
to make to increase his/her effectiveness.
Develop specific strategies or improvement plans that will support his/her commitment to increase effectiveness.
Communicate his/her commitment to change to the people who provided the feedback.
Feedback is most effective when the Perceptions 360 Guide To Understanding Your Feedback is used.
Individual Development Plan
Creating a development plan will help the individual to:
Develop specific strategies / improvement plans
Identify the support or resources that will help increase his/her effectiveness
Discuss Feedback with Others
The people who provided feedback did so with the intention of helping the person become more effective. Without their efforts, the individual would not have these specific new insights on the effectiveness of his/her current practices. Therefore, it is important that he/she let them know this.
Benefits of Follow-Up
Follow-up will produce important benefits to the people who provided the feedback.
Realize that their feedback was carefully and thoughtfully examined and that some improvements are likely to occur.
Better understand why some of your current practices are undergoing change.
Be more comfortable in giving you additional feedback and support as you work on changing.
Be more open in completing similar feedback surveys from you in the future.
"Going public" with his/her intentions to change puts some healthy and helpful pressure on him/her to improve performance.
Final Commitments / Implementation
Putting what has been learned into practice is the next step. Making specific time commitments and then keeping those commitments will significantly influence how quickly effectiveness is improved.
A trained facilitator should work with individuals to help them accept and understand their feedback. Plan for 1 1/2 to 2 hours to effectively do this in a group setting with 5 - 25 people.
View Perceptions 360 brochure
Perceptions 360 report samples:
Individual report sample
Leadership report sample
Composite report sample
More Perceptions 360 Information:
About Dual Scale Surveys / Assessments
Features & Benefits
Applications and Uses
Survey Library - Available Categories
Understanding Gap Size
Please contact us for more Perception's 360 information and pricing.
Return to Perception's 360 Dual Scal Surveys main page.
Monday, September 23, 2019