assessing

Imagine if the only person providing you with performance feedback is your leader. Unfortunately, for many people today, that is the reality of professional progress.

This is avoided via 360-degree feedback, also referred to as multi-rater feedback, a 360 review, or 360-degree assessment. People who are familiar with you and your work evaluate you on your performance. You finish your own self-evaluation, which is compared to ratings and comments from your coworkers. Anyone whose opinion you respect and who is familiar with you and your work can be involved in the appraisal process, including direct reports, peers, managers, customers, or clients. This multi-source strategy can provide accurate insight into how various groups perceive you personally.

The majority of large corporations now incorporate 360-degree feedback into their evaluation and growth procedures, and you can do the same for yourself. It’s the perfect launch pad for creating a coaching plan that will identify and target your greatest opportunities for growth.

Benefits

- Gain self-awareness by learning how your colleagues perceive you.
- Understand how your behavior influences both your personal effectiveness and the smooth running of the organization.
- Improve communication within the organization to create a more open culture.

Popular 360 Questionnaires

- Emotional Intelligence: Research into star performers suggests that close to 90% of their success can be attributed to emotional intelligence factors. Emotional Intelligence skills are particularly important in complex or leadership roles, but they are important at all levels.
- Diversity: By monitoring diversity behavior, companies are better equipped to prove their measurable commitment to and delivery of diversity best practices within their organizations.
- Salesmanship: Intended for professional salespeople and account managers operating in organizations of all sizes.
- Senior Professional: Intended for professional staff who are employed principally for their technical expertise and who expect to work in ad hoc project teams. e.g. engineers, lawyers, accountants, economists, and consultants.
- Team Leader: Intended for operational team leaders and managers whose primary responsibility is the day-to-day management of people in organizations of all sizes.
- Middle Manager: Intended for middle-ranking managers and professionals in operational, professional, or management roles in organizations of all sizes.
- Directors and Business Leaders: Intended for people who are at or near the top of their organization. Business leaders need to think strategically as well as face the challenges of both managing their organization and being an ambassador for the business. This 360 is an opportunity to test those skills.