Hi friends!
I am interested in learning about what challenges are faced by CHROs and CEOs in rolling out 360 surveys and assessment projects. If you have conducted a 360-degree survey or assessment activity in your organization, please share your experience:
1. What was the objective of the activity?
2. What challenges were faced in the design, implementation, and follow-up stages?
3. What did you do to overcome those challenges?
Looking forward to sharing experiences.
Warm regards,
From India, Hyderabad
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11I am interested in learning about what challenges are faced by CHROs and CEOs in rolling out 360 surveys and assessment projects. If you have conducted a 360-degree survey or assessment activity in your organization, please share your experience:
1. What was the objective of the activity?
2. What challenges were faced in the design, implementation, and follow-up stages?
3. What did you do to overcome those challenges?
Looking forward to sharing experiences.
Warm regards,
From India, Hyderabad
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Dear Mr. Vijai Pandey,
Well, gentleman, you want others to be magnanimous and share their experience with you. Noble thoughts indeed. Nevertheless, the information that you expect others to share is not easy to come by. In India, people are absolutely wary of sharing even an inch of information or experience.
I conduct training programs on Contract Management, Supply Chain Management (SCM), etc. In my pre-training activities when I send out the questionnaire, I find that my clients hold back. This is the situation when dealing with a service provider like me who offers training services. Why would people open their hearts to an unknown person like you? If you do receive replies, then it is your great luck.
This is your 125th post. Have you shared any experiences from your side about psychometric tests? You uploaded your first post on 06-Oct-2006, and since then, most of the time, you have used this forum to promote your business. Citehr is a community, and any community develops on a give-and-take basis. May I know what you have done to develop this community?
My comments may sound ungenerous or uncharitable. Nevertheless, the severity of my straightforwardness stems from observing the service providers who use this forum solely for business promotion and nothing else. Perhaps a question may arise in your mind about what I have done to share information. Occasionally, I have shared experiences, but more than that, let me specify that this is my 5,950th post, and about 90% of my replies are pieces of advice for the needy members of this forum. If you wish, you may check for evidence.
Thanks,
Dinesh Divekar
From India, Bangalore
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Well, gentleman, you want others to be magnanimous and share their experience with you. Noble thoughts indeed. Nevertheless, the information that you expect others to share is not easy to come by. In India, people are absolutely wary of sharing even an inch of information or experience.
I conduct training programs on Contract Management, Supply Chain Management (SCM), etc. In my pre-training activities when I send out the questionnaire, I find that my clients hold back. This is the situation when dealing with a service provider like me who offers training services. Why would people open their hearts to an unknown person like you? If you do receive replies, then it is your great luck.
This is your 125th post. Have you shared any experiences from your side about psychometric tests? You uploaded your first post on 06-Oct-2006, and since then, most of the time, you have used this forum to promote your business. Citehr is a community, and any community develops on a give-and-take basis. May I know what you have done to develop this community?
My comments may sound ungenerous or uncharitable. Nevertheless, the severity of my straightforwardness stems from observing the service providers who use this forum solely for business promotion and nothing else. Perhaps a question may arise in your mind about what I have done to share information. Occasionally, I have shared experiences, but more than that, let me specify that this is my 5,950th post, and about 90% of my replies are pieces of advice for the needy members of this forum. If you wish, you may check for evidence.
Thanks,
Dinesh Divekar
From India, Bangalore
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Share and learn is the basic idea of this forum. I have an expertise in some area and you have in some other area,when we share we grow and learn.
From India, Pune
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From India, Pune
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Dear Mr Vijay Pandey,
I have been active in this forum since the last four years. The experience has been a two way process of learning.
Mr Divekar has raised some valid points. Hope you will come forward with useful tips for the beginners and others who have no previous exposure to 360 degree appraisal. I am sure your gesture will be well received and appreciated.
Taking your questions ‘per se ‘
1.0 The objective is to get a feedback from all around- one’s peers, juniors, customers, suppliers and other stake holders. This sounds good in theory and appears fair, but sometimes people do manage to influence the results in their favour. In such cases BIAS sets in.
2.0 Less of problems in design and implementation while follow up poses challenges.
3.0 Sometimes pressure had to be exerted from top Management to get the feedback.
V.Raghunathan
From India
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I have been active in this forum since the last four years. The experience has been a two way process of learning.
Mr Divekar has raised some valid points. Hope you will come forward with useful tips for the beginners and others who have no previous exposure to 360 degree appraisal. I am sure your gesture will be well received and appreciated.
Taking your questions ‘per se ‘
1.0 The objective is to get a feedback from all around- one’s peers, juniors, customers, suppliers and other stake holders. This sounds good in theory and appears fair, but sometimes people do manage to influence the results in their favour. In such cases BIAS sets in.
2.0 Less of problems in design and implementation while follow up poses challenges.
3.0 Sometimes pressure had to be exerted from top Management to get the feedback.
V.Raghunathan
From India
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Sometimes, this 360-degree feedback program fails due to a lack of unstinted support from top management and is seen to be an HR-driven project. Another reason is that feedback given does not remain fully confidential, and sometimes personal remarks are given, leading to leaks. An anonymous survey may prove more useful.
Thank you.
From India, Pune
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Thank you.
From India, Pune
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Dear Vijay,
Dinesh Divekar and others have raised valid questions and provided you with some information. I will pose a couple of questions before offering some unsolicited advice, drawing on my experience as an ex-academic.
Could you kindly inform us why you are interested and how you intend to utilize the information provided? For instance, if I were preparing a paper for an academic journal, I might request such information as part of my research. Alternatively, if I were considering implementing a 360-degree feedback system, I would clearly specify this intention and seek assistance by elaborating on the organization's activities and strengths.
If it pertains to the former scenario, I would explicitly outline the objectives and then explain how it would benefit the respondents (e.g., assuring them of confidentiality and providing them with a copy of my findings). Such clarity would enhance the response rate.
From United Kingdom
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Dinesh Divekar and others have raised valid questions and provided you with some information. I will pose a couple of questions before offering some unsolicited advice, drawing on my experience as an ex-academic.
Could you kindly inform us why you are interested and how you intend to utilize the information provided? For instance, if I were preparing a paper for an academic journal, I might request such information as part of my research. Alternatively, if I were considering implementing a 360-degree feedback system, I would clearly specify this intention and seek assistance by elaborating on the organization's activities and strengths.
If it pertains to the former scenario, I would explicitly outline the objectives and then explain how it would benefit the respondents (e.g., assuring them of confidentiality and providing them with a copy of my findings). Such clarity would enhance the response rate.
From United Kingdom
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I would second the comments of my fellow contributors here.
You say you "are looking forward to the experience sharing", but as Dinesh has pointed out, you appear not to share anything with us. Sadly, this is a failing of a number of our members. Many are asking for (at times demanding) information but give nothing in return, and not even saying please or thank you!
You could start the ball rolling by telling us about YOUR EXPERIENCES with 360-degree performance appraisal and let the discussion develop from there.
Now, I have to say that I have no direct experience of this. However, anecdotal evidence of this type of evaluation from my friends has not been complimentary.
There is plenty for you to read on the web about the challenges. You might start there, formulate some ideas of your own to share, then come back to us for further discussion.
I am sure there is also plenty to read in the CiteHR archives. Just use the Search box at the top of the page.
[Google Search Link for Challenges of 360 Degree Performance Appraisal](https://www.google.com.au/search?q=challenges+of+360+degree+performance+appr aisal&rlz=1C1ASUT_enAU406AU406&oq=cha&aqs=chrome.0 .69i59j69i65l3j69i57j69i60.2775j0j7&sourceid=chrom e&ie=UTF-8)
From Australia, Melbourne
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You say you "are looking forward to the experience sharing", but as Dinesh has pointed out, you appear not to share anything with us. Sadly, this is a failing of a number of our members. Many are asking for (at times demanding) information but give nothing in return, and not even saying please or thank you!
You could start the ball rolling by telling us about YOUR EXPERIENCES with 360-degree performance appraisal and let the discussion develop from there.
Now, I have to say that I have no direct experience of this. However, anecdotal evidence of this type of evaluation from my friends has not been complimentary.
There is plenty for you to read on the web about the challenges. You might start there, formulate some ideas of your own to share, then come back to us for further discussion.
I am sure there is also plenty to read in the CiteHR archives. Just use the Search box at the top of the page.
[Google Search Link for Challenges of 360 Degree Performance Appraisal](https://www.google.com.au/search?q=challenges+of+360+degree+performance+appr aisal&rlz=1C1ASUT_enAU406AU406&oq=cha&aqs=chrome.0 .69i59j69i65l3j69i57j69i60.2775j0j7&sourceid=chrom e&ie=UTF-8)
From Australia, Melbourne
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Mr. Divekar,
Just have a look at the files I have uploaded and the comments I made. Yes, I am not a very active member, but I do not think less participation deserves derogatory comments like this. I prefer not to reply to your wild allegations.
Contrary to your experience, my experience with my clients and the communities I am part of has been very good. My clients share even their most confidential information with me, and my posts on groups are answered.
From India, Hyderabad
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Just have a look at the files I have uploaded and the comments I made. Yes, I am not a very active member, but I do not think less participation deserves derogatory comments like this. I prefer not to reply to your wild allegations.
Contrary to your experience, my experience with my clients and the communities I am part of has been very good. My clients share even their most confidential information with me, and my posts on groups are answered.
From India, Hyderabad
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Thank you, Mr. Ragunathan! This is all I expected. I asked a few simple questions, and people can choose not to respond to that, but unnecessary comments about my low participation show the mentality of commentators.
From India, Hyderabad
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From India, Hyderabad
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Hi John!
You mentioned that I did not share anything in this group. Let's see. Just search for 'Competency Mapping' related files in this group. The most downloaded file is named 'vCompetencyMapping.ppt'. This file was created by me (the 'v' in the file name stands for Vijai). I still have the original file in my system. This file has been renamed and shared by hundreds of people on hundreds of forums without any attribution to me. However, I never complained because, for me, sharing is not about expecting something in return.
Some people take pride in posting 10,000 pieces of content in a year, but I do not do that. I post very infrequently, but every single post of mine directly addresses the issue at hand. It is easy to point fingers and follow the herd mentality, but I refuse to be part of this game.
Regards,
From India, Hyderabad
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You mentioned that I did not share anything in this group. Let's see. Just search for 'Competency Mapping' related files in this group. The most downloaded file is named 'vCompetencyMapping.ppt'. This file was created by me (the 'v' in the file name stands for Vijai). I still have the original file in my system. This file has been renamed and shared by hundreds of people on hundreds of forums without any attribution to me. However, I never complained because, for me, sharing is not about expecting something in return.
Some people take pride in posting 10,000 pieces of content in a year, but I do not do that. I post very infrequently, but every single post of mine directly addresses the issue at hand. It is easy to point fingers and follow the herd mentality, but I refuse to be part of this game.
Regards,
From India, Hyderabad
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"Some people take pride in posting 10,000 posts in a year, I do not do that. I post very little, but every single post of mine is addressed to the issue directly."
I totally disagree with the word "crap" used here. If any poster had commented adversely, a simple reply mentioning your contributions would be self-explanatory. If you now ask me about 360-degree appraisal, I would comment that an employee tends to react angrily and lose control of his words when criticized. Let not the posts go in the wrong direction, and let the forum be a place to learn and share equally.
From India, Pune
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I totally disagree with the word "crap" used here. If any poster had commented adversely, a simple reply mentioning your contributions would be self-explanatory. If you now ask me about 360-degree appraisal, I would comment that an employee tends to react angrily and lose control of his words when criticized. Let not the posts go in the wrong direction, and let the forum be a place to learn and share equally.
From India, Pune
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360s are a great instrument, and I love it. It enables the staff who are REALLY team-spirited and conscientious to be recognized. In a typical performance feedback, the Supervisor may give high ratings to his favorite subordinates. In a 360, the results might be vastly different, and the political staff who climb up by doing favors for their boss will get poor ratings.
From Singapore, Singapore
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From Singapore, Singapore
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@Vijay - Kindly refrain from using unprofessional language. Please reach out to me or any of the moderators if you face any issues with any members. We are all here to learn. While debate is encouraged, language needs to be controlled.
@Dinesh - Avoid pointing to members' depth of knowledge or number of posts. We are not here to compete. Point to facts and your experience, and limit it to that. Being a moderator, it's more important that you restrain yourself from speaking to members that way.
@Everyone - Promotions on CiteHR are allowed, via signatures or otherwise. Consultants provide time for exposure - that is how it works here. However, posts should not be purely promotional and should contain some value for readers.
Regards,
CHR
From India, Gurgaon
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@Dinesh - Avoid pointing to members' depth of knowledge or number of posts. We are not here to compete. Point to facts and your experience, and limit it to that. Being a moderator, it's more important that you restrain yourself from speaking to members that way.
@Everyone - Promotions on CiteHR are allowed, via signatures or otherwise. Consultants provide time for exposure - that is how it works here. However, posts should not be purely promotional and should contain some value for readers.
Regards,
CHR
From India, Gurgaon
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Thank you very much, Mr. Ganesh,
This was helpful for me to understand the challenges.
For those who are wondering why I asked these questions and how this information will be used, here are some pointers:
A. I asked the question out of my curiosity and my mission of bringing more of 'HUMAN' into human resources. I am a psychologist currently working as an Advisor in the government sector in the Middle East. Assessments and Development are of interest to me, and I am currently working on a large project on 360 assessments (involving more than 10,000 managers to be evaluated by over 100,000 others). I am aware of the challenges faced by people I have worked with, but I also wanted to understand the challenges faced by those I do not know at all (which is why I chose this group where I was least active).
B. Confidentiality: I asked the questions in a very impersonal way. I do not need or want to know any personal or identifiable information from any of the members here. I am solely focused on the issues.
C. How will the information be used? I am not collecting any personal or company information and will not disclose any person or organization for any purpose whatsoever.
D. How will the members of this group benefit? At the end of this discussion, I will post a summary of the discussion including all the points for all the members, along with my experiences and the issues I faced. This way, if any member revisits this discussion in the future, they will feel that they gained some insights.
Thank you all for your participation and advice.
From India, Hyderabad
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This was helpful for me to understand the challenges.
For those who are wondering why I asked these questions and how this information will be used, here are some pointers:
A. I asked the question out of my curiosity and my mission of bringing more of 'HUMAN' into human resources. I am a psychologist currently working as an Advisor in the government sector in the Middle East. Assessments and Development are of interest to me, and I am currently working on a large project on 360 assessments (involving more than 10,000 managers to be evaluated by over 100,000 others). I am aware of the challenges faced by people I have worked with, but I also wanted to understand the challenges faced by those I do not know at all (which is why I chose this group where I was least active).
B. Confidentiality: I asked the questions in a very impersonal way. I do not need or want to know any personal or identifiable information from any of the members here. I am solely focused on the issues.
C. How will the information be used? I am not collecting any personal or company information and will not disclose any person or organization for any purpose whatsoever.
D. How will the members of this group benefit? At the end of this discussion, I will post a summary of the discussion including all the points for all the members, along with my experiences and the issues I faced. This way, if any member revisits this discussion in the future, they will feel that they gained some insights.
Thank you all for your participation and advice.
From India, Hyderabad
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Vijay, Probably this post should have been the first on this issue. It contains clear enunciations of what is planned and will be done.
From India, Pune
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From India, Pune
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I understand the frustration some of our members feel, but the reasons for that frustration are unfounded. If you believe that one consultant who is only posting promotional material has gained more than a consultant who has actively been involved in the community, that presumption is wrong. The exposure you get is far more than someone who has merely posted promotional texts, and this exposure will continue to rise as we roll out new features to promote these contributions. These are posts that remain in the view of new people coming in with queries.
Secondly, it's very important that you do not start the conversation on any thread based on what you feel about the poster. Someone who lands on CiteHR (for the first time via a search engine) will see that a query was posted and the moderator behaved like this. Treat every discussion page as a separate instance and add your views—not your feelings—your views and... on the topic. Had the topic been about how some consultants take advantage of the platform, this was perfect.
Your tone of conversation is the tone of CiteHR. Unfortunately, as a moderator or senior member, you need to be cautious of this. On this thread, you showed anger and frustration, and that is going to be the core vibe in the mind of the new user if he/she lands up on CiteHR via this thread. This is a public forum, so be very careful about what you say and how you say it.
Regards,
CHR
From India, Gurgaon
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Secondly, it's very important that you do not start the conversation on any thread based on what you feel about the poster. Someone who lands on CiteHR (for the first time via a search engine) will see that a query was posted and the moderator behaved like this. Treat every discussion page as a separate instance and add your views—not your feelings—your views and... on the topic. Had the topic been about how some consultants take advantage of the platform, this was perfect.
Your tone of conversation is the tone of CiteHR. Unfortunately, as a moderator or senior member, you need to be cautious of this. On this thread, you showed anger and frustration, and that is going to be the core vibe in the mind of the new user if he/she lands up on CiteHR via this thread. This is a public forum, so be very careful about what you say and how you say it.
Regards,
CHR
From India, Gurgaon
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Dear all,
Some of the senior members have communicated this feeling on similar posts earlier also, and I fully support the views expressed by CHR and a few others as well. Let's aim and all agree to limit ourselves to the last line, which is mutual gain and sharing of learning; understanding the response in return to the issue, and try to resolve/answer without aiming to improve the posters' personality or medium of communication. In fact, this thread has pointed out to the HR community to conclude here only, on the subject matter that time and again has rolled over our efforts and impacted our collective strength to lower professional standards.
Cheer up and smile!!!
Regards,
RDS Yadav
Director - Future Institute of Management and Technology
and
Labour Law Adviser
navtaranghrs@gmail.com
From India, Delhi
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Some of the senior members have communicated this feeling on similar posts earlier also, and I fully support the views expressed by CHR and a few others as well. Let's aim and all agree to limit ourselves to the last line, which is mutual gain and sharing of learning; understanding the response in return to the issue, and try to resolve/answer without aiming to improve the posters' personality or medium of communication. In fact, this thread has pointed out to the HR community to conclude here only, on the subject matter that time and again has rolled over our efforts and impacted our collective strength to lower professional standards.
Cheer up and smile!!!
Regards,
RDS Yadav
Director - Future Institute of Management and Technology
and
Labour Law Adviser
navtaranghrs@gmail.com
From India, Delhi
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Dear Dinesh, You are absolutely right. this actually happens with us. This is not a easy task to share more.
From India, Noida
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From India, Noida
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Dear Priya,
You may please try the following: https://www.citehr.com/562151-360-de...sessments.html.
V. Raghunathan
From India
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You may please try the following: https://www.citehr.com/562151-360-de...sessments.html.
V. Raghunathan
From India
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