360° feedback
360° feedback is one of the most widely used research and development tools in the world. It delivers value to the organisation, enabling it to consciously shape a culture of leadership and collaboration. Participating in a feedback-based development programme helps managers understand their own talents and areas for change, and builds awareness of the impact their management style has on others. It provides motivation for development and facilitates development planning.
We offer our Clients a research tool tailored to the needs of their organisation. We offer, among others, assistance at the survey planning stage, full customisation of the questionnaire (types of questions, scales), a confidential online survey process and valuable reports that clearly present the key findings.
What is 360° feedback?
It is a method of providing comprehensive feedback on the quality of work. It is used as a diagnostic tool and as a motivator for action. As described by Peter Ward: “the subject of the assessment is the work performed daily, and the results usually relate to the measurement of key competencies for a specific position”.
The name “360-degree feedback” comes from collecting feedback from four points of view: from the supervisor, collaborators, subordinates and external customers. Thanks to the fact that information comes from several sources and provides multiple perspectives, the obtained image of the assessed person’s performance is diverse and reliable. Everyone refers to the same criteria, which has a positive impact on the reliability of the results of the survey and makes it possible to compare the self-assessment of an employee’s competencies with the assessments of others.
What do we measure and evaluate?
With the help of 360° feedback, we can measure interactions within the team or the effectiveness of individual employees’ competencies, as well as how the participant is perceived within the company. The data is provided by selected people who are in direct contact with the assessed person, i.e. those who are most affected by his/her actions and behaviours (also in the case of remote work).
In a 360° feedback, we primarily examine the perceived competencies and behaviours of the manager/employee. Thus, it is not an objective method, but a diverse picture of subjective opinions. Thanks to them, the participant in the 360° feedback process can see how others see him, how, according to employees, customers and superiors, he builds relationships and completes tasks. This is a very solid basis for understanding what they do well, what is worth strengthening and improving, and what needs to be changed. The assessment results are presented in an individual report in the form of averaged assessments of particular competencies within a given respondent group (e.g. from subordinates). Thanks to this, they are anonymous, and conducting the survey online additionally gives the advantage of fast data aggregation.
How to use 360° feedback?
360° feedback can be conducted:
- once – when the goal is to create a competence development plan for the survey participant or group covered by the survey, e.g. for managers
- periodically – when the company wants to plan changes and measure their progress, verify the results and monitor the set business objectives, e.g. to develop a particular competence in the organization and check at which level it currently is
360° feedback gives the best results when based on a well-prepared competency model, and when combined with individual feedback after the assessment (discussing the results, planning further development and goals to achieve).
How can we help you?
If this is the first time you want to implement 360° feedback in your company, we can help you with:
- planning the entire project, from the communication phase to the implementation of the findings (see also “360° feedback in the company” course);
- communicating the project within the organisation, especially if the feedback may cause a lot of anxiety among employees;
- building a competence model which will translate into questions in the online survey (see also the course “Competence model in a company”);
- preparing a comprehensive survey, tailored to your needs;
- implementing data into the IT system (questions in the survey, e-mails reminding about the deadline for completing the survey, monitoring the completion status);
- sending questionnaires, collecting data and preparing individual and collective reports for given groups;
- conducting feedback meetings with each participant based on the individual report (see also the training course “Conducting feedback interviews in competence assessment processes“);
- summing up the project with a summary report and presentation of conclusions during the final meeting.
If you have questions or are interested in getting support with any aspect of the process, please contact us for a more detailed proposal.
Renata Michalak
tel. +48 508 018 460
360° feedback is one of the most widely used research and development tools in the world. It delivers value to the organisation, enabling it to consciously shape a culture of leadership and collaboration. Participating in a feedback-based development programme helps managers understand their own talents and areas for change, and builds awareness of the impact their management style has on others. It provides motivation for development and facilitates development planning.
We offer our Clients a research tool tailored to the needs of their organisation. We offer, among others, assistance at the survey planning stage, full customisation of the questionnaire (types of questions, scales), a confidential online survey process and valuable reports that clearly present the key findings.
What is 360° feedback?
It is a method of providing comprehensive feedback on the quality of work. It is used as a diagnostic tool and as a motivator for action. As described by Peter Ward: “the subject of the assessment is the work performed daily, and the results usually relate to the measurement of key competencies for a specific position”.
The name “360-degree feedback” comes from collecting feedback from four points of view: from the supervisor, collaborators, subordinates and external customers. Thanks to the fact that information comes from several sources and provides multiple perspectives, the obtained image of the assessed person’s performance is diverse and reliable. Everyone refers to the same criteria, which has a positive impact on the reliability of the results of the survey and makes it possible to compare the self-assessment of an employee’s competencies with the assessments of others.
What do we measure and evaluate?
With the help of 360° feedback, we can measure interactions within the team or the effectiveness of individual employees’ competencies, as well as how the participant is perceived within the company. The data is provided by selected people who are in direct contact with the assessed person, i.e. those who are most affected by his/her actions and behaviours (also in the case of remote work).
In a 360° feedback, we primarily examine the perceived competencies and behaviours of the manager/employee. Thus, it is not an objective method, but a diverse picture of subjective opinions. Thanks to them, the participant in the 360° feedback process can see how others see him, how, according to employees, customers and superiors, he builds relationships and completes tasks. This is a very solid basis for understanding what they do well, what is worth strengthening and improving, and what needs to be changed. The assessment results are presented in an individual report in the form of averaged assessments of particular competencies within a given respondent group (e.g. from subordinates). Thanks to this, they are anonymous, and conducting the survey online additionally gives the advantage of fast data aggregation.
How to use 360° feedback?
360° feedback can be conducted:
- once – when the goal is to create a competence development plan for the survey participant or group covered by the survey, e.g. for managers
- periodically – when the company wants to plan changes and measure their progress, verify the results and monitor the set business objectives, e.g. to develop a particular competence in the organization and check at which level it currently is
360° feedback gives the best results when based on a well-prepared competency model, and when combined with individual feedback after the assessment (discussing the results, planning further development and goals to achieve).
How can we help you?
If this is the first time you want to implement 360° feedback in your company, we can help you with:
- planning the entire project, from the communication phase to the implementation of the findings (see also “360° feedback in the company” course);
- communicating the project within the organisation, especially if the feedback may cause a lot of anxiety among employees;
- building a competence model which will translate into questions in the online survey (see also the course “Competence model in a company”);
- preparing a comprehensive survey, tailored to your needs;
- implementing data into the IT system (questions in the survey, e-mails reminding about the deadline for completing the survey, monitoring the completion status);
- sending questionnaires, collecting data and preparing individual and collective reports for given groups;
- conducting feedback meetings with each participant based on the individual report (see also the training course “Conducting feedback interviews in competence assessment processes“);
- summing up the project with a summary report and presentation of conclusions during the final meeting.
If you have questions or are interested in getting support with any aspect of the process, please contact us for a more detailed proposal.
Renata Michalak
tel. +48 508 018 460
