360 Degree
Feedback Experience in Wipro
It is important that when
you want to introduce such a feedback process, you assess :
v
Organizational imperative for the feedback process
v
Individual and organizational readiness for feedback
before introducing it.
The Next Steps
The following steps were taken to
introduce the process:
v
The purpose of the 360-degree feedback was clearly
defined. It was a tool to develop leaders from within.
v
After a lot of study and
research, the next step was to arrive at what constituted leadership qualities.
After interactions with top management & consultants, seven qualities were
listed.
v
It was important to describe the qualities in the form
of observable behaviors.
v
A scale had to be
selected for measuring the behavior. Initially, it was rated as strength or a
weakness on a 5-point scale.
v
For the qualitative
comments, there were three questions being asked.
v
The respondents were then decided upon. They were the
managers (superiors), peers and juniors (in Wipro, the term subordinates is not
used)
v
It was decided to
outsource the entire process to maintain confidentiality of the process.
Should peers be kept confidential or not?
While peers have no fear of being
victimized, there is a fear that this might come in the way of daily
interactions. The greater fear is that, realizing this, many peers would not be
honest enough with the feedback. Hence, we decided to keep it confidential.
Initially, the hiccups are inevitable. Gradually, maturity builds up among both
who give and receive feedback.
