360° Feedback

Most performance review systems are set to fail before they start: the reason is simple. The data used is drawn from inside the organisation and is based on the organisation's expectations. This in itself provides a starting point for mediocre performance.

What is 360° feedback?

360° feedback provides the impetus and key information the organisation and individual needs to become truely client-focused. It provides a truly impartial view of how your service (and the individual) is viewed and how important aspects of organisational life (such as values) manifest themselves in the day to day behaviour experienced by your clients.

In essence, 360° feedback is a behaviourally based study of an individual's performance against an organisation's competency framework. The term 360° refers to the fact that feedback is taken from everyone surrounding the individual.

Typically feedback is provided by self, manager(s), colleagues, direct reports and others. It is recommended that multiple colleagues and reports are selected so that their feedback remains confidential.

Our easy to use online portal is fully automated and participants log in to a web-based questionnaire. They can save their responses and can go back at a later date to complete it.

Why should your organisation use 360° feedback?

As arguably the most powerful assessment and feedback tool available, implementing a 360° feedback programme has obvious benefits for the end user. Feedback and data obtained is invaluable for talent management, personal development and training needs analysis.

360° feedback enables an organisation to define the situational model of leadership by taking the standard competencies and defining behaviours for them that are specific to the culture within the company. In this way detailed, relevant feedback can be obtained at both an individual and organisational level.

It is a great starting point to any development intervention because it provides specific and relevant feedback to individuals so that they can more effectively focus their development. It also provides normative data for an organisation's HR / training function to assist in defining and budgeting for training needs as well as providing an ongoing tool for monitoring overall progress.

360° feedback is used very successfully to support interventions such as:

• Coaching and mentoring: 360° feedback can be used at 3 points in coaching/mentoring interventions. At the start to confirm views of relevant stakeholders, once goals have been defined
• Team development programmes: 360° feedback can be used to examine internal team dynamics, how a team works with the rest of your organisation as well as to look at team dynamics
• Training needs analysis (TNA): 360° feedback can be used as a TNA tool, particularly when an organisation is in the early stages of considering its learning and development programmes.

Questions?

If you would like to learn more about our market-leading 360° portal or any of our leadership and management solutions, please send us a message here, email info@people-development-team.com or call us on 01920 485569.