Benchmark Survey Reveals Vast Differences in 360-Degree Feedback Program Implementation -- 3D Group Releases ?Current Trends in 360-Degree Feedback? Covering Eighteen Industries
BERKELEY, CA (ContentDesk) May 20, 2004 ?- Organizations are seeking to provide more information to their management teams about their overall effectiveness, and are using various measurement tools, including multi-rater or 360-degree feedback surveys.
A new study of nearly 100 North American companies that use 360-degree feedback, has found these programs vary widely in how they are designed ? including survey content, selection of raters, use of feedback and the decision-making process ? and in how they are administered.360-degree feedback involves gathering data and performance perceptions from the people reporting to you, the people within the organization who are your customers, your suppliers, and the manager(s) you report to. 3D Group, a human resource (HR) consulting firm specializing in 360-degree feedback, discovered widely differing practices in its updated and expanded version of their 2002 benchmark survey."While 360-degree feedback has become a standard practice for assessing manager effectiveness, it is not administered in a uniform way and it is not used for the same purpose across organizations," said Dale Rose, Ph.D., co-author of the study and co-founder of 3D Group. "We found that many companies use results from360-degree feedback for both professional development and administrative purposes, while some integrate the information into processes such as succession planning, training planning and performance management.
Although 78% of companies said they use survey results for professional development, only 17%
use the data for individual development only."Another interesting finding in this day of increasing online access was that while web-based surveys have significantly improved the efficiency of processing 360-degree feedback data, more than half of companies interviewed still use paper surveys.
"It seems not all employees in every company have access to Internet surveys," says Dr. Rose.As part of its ongoing research, 3D Group conducted its most recent survey during 2003 using standard interview protocol modified based on a 2002 study. Telephone interviews consisted of fifty-four open-ended questions, which covered the interviewee's role in their organization's 360-degree feedback program, the development process of the 360-degree feedback tool, characteristics of the surveys used, process for delivering feedback, specifics of the feedback reports, and use of the feedback with types of developmental support offered to participants. Input came from 90 mostly large organizations in the United States in varying industries. A sampling of the participating companies includes: Anheuser Busch, Avon, Bank of America, Boeing, Bristol Meyers-Squibb, Cisco Systems, Coca-Cola, Dell, Entergy, FedEx, Gap, Georgia Pacific, IBM, Intel, JP Morgan Chase, Lockheed Martin, McDonald's, Microsoft, Motorola, Sprint, Staples, Starwood Hotels, Target, Wachovia Bank, and Whirlpool.The primary intent of the survey was to provide a complete description of the range of 360-degree feedback programs used by companies in the United States.
Some of the key findings:? 25% of the organizations use "off-the-shelf" or standardized survey content.? Half of organizations use a single set of survey questions across many jobs.? Rating sources in nearly all programs include supervisors, direct reports, peers and self-rating.? Despite the availability of web-based data collection, 54% of companies still use paper surveys, which is an increase over the 2002 figure.? A large majority of companies make at least one development activity mandatory.? Less than half of the organizations formally evaluate their 360-degree feedback programs.ORGANIZATIONS FAIL TO FOLLOW THROUGH"We are surprised that after decades of using 360-degree feedback with top management,
there is very little
definitive research on results following completion of the surveys and what is done with the feedback," Dr. Rose said. "We are particularly surprised to find that very few organizations formally evaluate the benefits from their programs."CONCLUSIONS AND IMPLICATIONSIt is clear from the study that 360-degree feedback means different things to different organizations. Because of the wide diversity in designs, managers planning a program must carefully consider the quality of the feedback individuals will receive.
According to Dr.
Rose, "There are some surprising trends indicated in the data regarding the future usage in some of the world's leading companies.
While it is clear that this process is a critical tool for assessing manager talent, no one best way to design and implement a 360-degree feedback program has emerged."After reviewing the data from the report, 3D Group considers six design features to be critical:1.????SURVEY CONTENT ?limit items to less than 70, and include both qualitative and quantitative items. Written comments and particularly behavioral-based survey content are considered essential.2.????SELECTION OF RATERS ? a minimum of three raters in each category is the standard for keeping confidentiality of responses (excluding boss and self), and many organizations require manager approval of the rater list.3.????FEEDBACK REPORTS ? item level detail and written comments appear to be most easily understood. Complex statistics like standard deviations or group comparison data have yet to be determined as useful. 4.????DEVELOPMENTAL SUPPORT ? perhaps the greatest area of concern on the part of 360-degree feedback program managers had to do with what happens after a manager receives a feedback report.
One-on-one coaching to help employees understand, interpret and respond to results continues to be popular, and should be considered as an option. All organizations should examine the effectiveness of their post-feedback programs. 5.????UTILIZATION OF THE DATA ? while 90% of the organizations responded that the primary purpose for 360-degree feedback was developmental, the survey also showed that the data is used for numerous purposes. Companies should be cautious in their decisions around the utilization of results that can lead to lower program acceptance and effectiveness.6.????360-DEGREE FEEDBACK-PROGRAM EVALUATION ? most companies in the benchmark survey used informal rather than formal evaluation to judge their program's effectiveness.
This is an area where 360-degree feedback programs fall short.
The particular concern is that almost none of the programs systematically examine changes in manager behavior following feedback. "Current Trends in 360-degree Feedback" illustrates the wide range of talent management applications for 360-degree feedback programs. It also highlights some gaps between researched ?best practice' designs and practical considerations for implementation. Program managers would be well informed by examining the findings of the study. A copy of the "Current Trends in 360-degree Feedback" benchmark survey is available for $295.95 by calling 3D Group at 1-510-525-4830 or visiting: http://www.3dgroup.net/bench.htmlAvailable for interviews: Dale Rose, Ph.D., President and Co-Founder of 3D Group.To schedule an interview contact: Donna Lehman 510-525-1474 or e-mail protected from spam botsABOUT 3D GROUP3D Group specializes in 360-degree feedback and other employee assessment tools.
They use their expertise in psychometrics ? the specialized discipline of psychological testing and measurement ? to deliver a wealth of objective, reliable, and easy to understand data that can be utilized in a variety of ways to improve manager and company performance. 3D Group is dedicated to helping businesses, and nonprofit organizations of all sizes to increase the effectiveness of their people and programs. 3D Group researchers have authored numerous publications related to employee assessment, including the "Benchmark Study of North American 360-Degree Feedback Practices, 2002 Study" and "Current Trends in 360-Degree Feedback"
More information can be found at: www.3dgroup.net..
Censeo Introduces New Pharmaceutical/Biotech District Manager 360-Degree Feedback Tool
Maitland, FL (ContentDesk via HRMarketer) June 30, 2006 -- Censeo Corporation is pleased to announce the companys latest online assessment, the District Manager 360-degree Feedback Tool. Designed specifically for the needs of field sales managers in the pharmaceutical and biotechnology industries, the tool allows clients to accurately assess leadership competencies both at the individual and organizational level.Using a multi-rater (i.e., 360-degree) approach, managers are able to gain valuable insight into their personal leadership behaviors from several perspectives: their sales representatives, their peers, their manager, and their own self-assessment. This 360-degree approach is widely accepted as one of the most accurate and impactful assessment processes available.Once the assessment is complete, managers receive a detailed feedback report...
Censeo Introduces New Pharmaceutical/Biotech District Manager 360-Degree Feedback Tool
Online degree > Censeo Introduces New Pharmaceutical/Biotech District Manager 360-Degree Feedback Tool
7 Tips On Choosing An Online Degree Program
Copyright 2006 Alvin Toh
An online degree opens up a world of opportunities including a new career, better job prospects, skill enhancement and career progression. Studying online is a great way to further your education while keeping your present job and looking after your family.
Here are 7 tips on choosing an online degree.
1. Check the credibility of online colleges or universities. Spend time to speak with friends and search for reviews on the internet or in publications. Find out faculty-to-student ratios and class sizes.
Smaller class is better because you get more attention from a tutor.
2. Make sure you pursue an accredited online degree program. Otherwise, you may end up with a degree that is not recognized by your employer. Search for third party reviews and testimonials on the internet. You should be able to find out what others are saying about a particular program.
Remember, if a deal sounds too good to be...
7 Tips On Choosing An Online Degree Program
Online degree > 7 Tips On Choosing An Online Degree Program
John Higginbotham Unleashes a New Website Aiming at Reducing the Questions of Obtaining a Degree Online
Huntington, WV (ContentDesk) February 8, 2006 -- A native of Huntington, WV, John Higginbotham has been an online entrepreneur since early 1998.
He started out with affiliate programs and slowly started to write his own series of E-books and tapes.
His goal is to teach average people how to get started on the web either by getting a degree at an accredited online university or succeeding in the various affiliates programs that are sprinkled all over the Internet.
He just launched a new site titled Online Degree Programs located at http://www.degree-online.info .
It is his hope that people will have a much better understanding how the entire process works from start to finish.
There are so many people who do not even know where to begin, says John. It is with our website that people can become to have a better understanding of the entire process.
The new website explains...
Online degree > John Higginbotham Unleashes a New Website Aiming at Reducing the Questions of Obtaining a Degree Online
An Introduction To Online College Degrees
Online college degrees are a convenient way for adults with full time jobs and family responsibilities, to fulfill their dreams of obtaining a higher education degree. There are many accredited colleges and universities offering online Bachelor's and Masters degrees, as well as Doctorates. Students aspiring to earn a degree online tend to be more responsible, self-motivated and independent learners. They also often carry with them the life experience and knowledge they have built up along the way.
Online college degrees are not suitable for everyone, as they require a high level of self-discipline. Excellent time management skills are required to maintain a study schedule.
A student must be able to relate and communicate online. Most online degree colleges have discussion forums and interactive chat facilities for students to get to know each other, as well as their teachers. Some universities have technology infrastructures that include teleconferencing, audio and...
An Introduction To Online College Degrees
Online degree > An Introduction To Online College Degrees
Work Experience Degree - Get What You Deserve
I lost track of how many bags of Doritos I've eaten this week.
If I sat up and looked underneath me, I bet I could get a lot better of an idea.
Ah, but I don't really want to do that.
I'm really comfortable.
In fact, I've been comfortable for?god, I guess four or five years now.
Its not that bad, sometimes friends come by and my mom has called me before too.
Although I do have one regret.
Probably my only issue with my life dedicated to the ultimate acquisition of sloth (really I like to think of myself as a Western monk), is that I've acquired virtually no skills or experiences whatsoever, work or life derived.
Normally I wouldn't consider this a problem.
That drastically changed when I heard about work experience degrees.
A work experience degree is a college degree that you can earn by using your knowledge and skills and experience instead of going to the classroom and laboratory and learning...
Online degree > Work Experience Degree - Get What You Deserve
Online degree
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