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We have worked with other 360 vendors in the past and the difference in the product delivered and the support received by SurveyConnect far exceeds any other vendors.
Margie Brown, Director Corporate Sales, Russell Martin & Associates
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360 FAQ
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Frequently Asked Questions About 360 Feedback
What are 360-degree feedback assessments and why do them?
A 360 degree (or multi-rater) assessment allows for a performance evaluation of a person, team or organization by many of the people who work with a person or team or in that organization.
When employees receive feedback only from their managers, they act on limited information. If employees receive feedback from other co-workers — 360 degree feedback — they gain a more complete picture of performance.
Since the 360 performance evaluation reporting is generally broken down into specified relationships, the leaders (people being rated) can understand the viewpoints from different types of co-workers. Adding open-ended comments supports the quantitative analysis.
Overall an organization can use a 360 degree process to move both individuals and groups closer to achieving sustained performance excellence.
What are some of the items I need to think about in the 360 degree assessment process?
- Who will design the assessment(s)?
- How many questions will the assessment(s) have?
- Will all participants be rated on the same assessment, or do you require different assessments based on the participant?
- Would you like an online or offline deployment?
- When are you planning to deploy your 360 degree Assessment?
- Would you like to deploy all participants at the same time, or stagger them in some way?
- How many raters will each participant have?
- Will the participants self-rate?
- What language(s) does the deployment require?
How much does the administration of an online 360-degree feedback assessment cost?
The price for the implementation of your 360 degree feedback with ActiveView 360 is based on the number of participants (people being rated) who will go through the assessment process. It is based on a decreasing scale and we will be glad to provide you with a quote for your leadership assessment. Please contact us, or call us at 800-945-0040 for details and pricing or fill out our online form to get a quote!
Why and how do I determine an objective for my 360-degree project?
It is important to identify the assessment objective before beginning the assessment process, large or small, because the objective is the reference point that guides the assessment. The objective influences the number and types of questions and helps shape content and administration. When making decisions in other areas of the assessment process, you can return to the objective statement to ensure that what is being asked will achieve the desired result.
What will the results of 360 feedback reports be used for? Will this be a system focused on leadership, coaching, management development, or performance? Most organizations use 360s as a development or coaching tool only. They link leaders' development plans to their feedback results. Other organizations use the results as both a development tool and as a factor in determining pay and/or promotions.
What is the best way to reach the intended audience?
You can administer a 360 degree assessment electronically via the Internet or as a paper and pencil process, or with a combination of the two. The big advantage of administering a survey electronically lies in the capability to import the responses quickly and inexpensively. A Web-based process also crosses geographic boundaries easily, and can provide economic advantages based upon scale and volume of participants. Where electronic methods are not possible, paper and pencil assessments work very well.
What advice can I give a participant or someone who is sharing the results with a participant?
The person who is sharing the results with the participant, the coach, needs to have a good understanding of the results:
- Balance
- Don't figure out who said what
- Relativeness
- Low scores may not be bad scores
- Be open to the feedback.
- Look at the high scores - understand what raters have said that you do well.
- Look at the low scores - what group of raters does this information come from? Is it for an entire competency area or just for individual questions?
- If you feel that the feedback is inaccurate, take it for what it is: this is how you are perceived.
- Ask raters for more feedback. Try to build bridges by asking for their help/advice.
Do you have another question on the design, administration and reporting of a 360-degree assessment? Feel free to email the question to: info@surveyconnect.com.
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