360° Feedback lets you get appraisals from co-workers across the most typical job competencies. Choose from a library of proven questions, or create content suitable for top managers, executives, and specialists. This way, the appraisee gets comprehensive, structured, and easy-to-understand feedback, mostly from supervisors, colleagues, and subordinates.
However, suppliers, cooperating companies, etc., can also be involved. In addition, you can assign different questions to groups of evaluators. Your suppliers may be unable to answer how effectively you run meetings. Still, they will undoubtedly be able to give you feedback on how helpful and professional you are with them. The comprehensiveness of 360° Feedback also completes the self-assessment.
What a classic 360°
Feedback usually maps:
The classic 360° Feedback maps the most typical job competencies in the following areas:
- Personal approach
- Work competencies
- Interaction with others
- Team leadership
- Strategic management
- Business competencies
Who assesses what?
You can choose different groups of evaluators. However, each group should be represented by at least three evaluators for anonymity. The exception is supervisors, who are within their remit to provide feedback and do so openly. There is, therefore, no need to insist on anonymity for them; on the contrary, they should give feedback eponymously.
The different groups of evaluators can then be assigned all questions or only relevant ones. External clients then typically answer only a portion of the questions about how the evaluator treats them, whether they offer solutions and services to their satisfaction, etc.
How are evaluators nominated?
Our 360° Feedback tool provides different ways to nominate evaluators. Usually, everything is set up by the project administrator, typically an HR person, who sets up the matrix of evaluators and evaluatees in advance so that the evaluatees don’t have to spend a lot of time preparing. At the same time, you can leave the nominations entirely up to the evaluatees. Alternatively, it is possible to create variations of these methods. For example, it is possible to assign certain evaluators definitively while allowing others to be suggested by the evaluatee (e.g., from the category of colleagues). Which way is best depends on the company’s culture and experience. Either way, we are always happy to advise and help.
What do the output reports look like?
Output reports are clear and easy to interpret for anyone. They can be very concise or comprehensive, depending on which option you choose. You can take inspiration from our most commonly used output variations or combine them in your own way.
