Blog Posts Categorized Under 360 assessments

360s – For Leadership or Performance Appraisal Purposes

  • Marcie Levine
  • 5/10/2011 12:00:00 AM

There is an ongoing discussion about whether 360s should be used primarily for Leadership Development or Performance Appraisal purposes. Continue Reading...

360s: How many raters, questions?

  • Marcie Levine
  • 5/20/2011 12:00:00 AM

When deploying a 360 assessment there are many details to be considered.  Here are some ideas on two of them: Continue Reading...

The 360-Degree Feedback Process De-Brief

  • Marcie Levine
  • 5/27/2011 12:00:00 AM

When providing a 360 report to a participant (person being rated), an attachment explaining the report can be helpful.  It provides consistency of interpretation amongst participants, and can be a reference even after an in-person de-briefing process.  Here is one example of such an attachment that can be used as a template (I’ve included screen shots from the ActiveView 360 system): Continue Reading...

Update on SurveyConnect Technology

  • Marcie Levine
  • 6/6/2011 12:00:00 AM

Over the past 12 – 15 months, SurveyConnect has been very busy.  Of course, our first priority is always our customers, but to serve our customers we have also upgraded our technology in a big way! Continue Reading...

How to Design a 360 Degree Assessment

  • Marcie Levine
  • 4/28/2016 12:00:00 AM

Many of our clients come to us with an idea of what they want to cover in a 360 degree assessment, but without having any questions written. We have a process to help in the assessment creation – a way that can show your thinking at each step.

Continue Reading...

Frequently asked questions regarding a 360 degree feedback program

  • Marcie Levine
  • 6/16/2011 12:00:00 AM

When you are implementing a 360 degree feedback process it can be helpful, especially for first-timers, to provide an FAQ document for the participants and raters that will be asked to participate in the deployment. Continue Reading...

For HR Consultants

  • Marcie Levine
  • 6/22/2011 12:00:00 AM

While we work directly with many in-house customers on their 360 degree assessments, we also work with many consulting organizations on their 360 degree assessment projects.  If 360 assessments are a primary offering, we can provide the technology to deploy your projects; if 360 degree assessments are an add-on to your primary offerings, we can support your project with helpful information and support along the way. Continue Reading...

360s: Levels of Assessments

  • Marcie Levine
  • 7/20/2011 12:00:00 AM

Should all participants in a 360 feedback process be rated on the same set of questions?

Some clients have all participants (people being rated) rated on one set of questions; other have many sets of questions based upon the participant’s position.  My advice is: Continue Reading...

Response Scales: Even Number or Odd?

  • Marcie Levine
  • 8/4/2011 12:00:00 AM

Whether on an employee survey, a customer survey or a 360 assessment, the response scale(s) matter.

Most questions are scored using multiple-choice scales, and many times clients ask whether they should use an even-numbered scale Continue Reading...

How many questions should a 360 assessment have?

  • Marcie Levine
  • 8/24/2011 12:00:00 AM

Clients sometimes ask for input in designing a 360 assessment.  Two of their favorite questions are:

  • How many questions should an assessment have?
  • How many of those questions should be open-ended? Continue Reading...

SurveyConnect Normative 360 Feedback Competency Analysis

  • Marcie Levine
  • 9/9/2011 12:00:00 AM

Customers occasionally ask for normative data for their 360 degree feedback deployments.  They want to see how the responses provided for their leaders compare to leaders in other organizations.  Is there consistency between their leaders and leaders in other organizations?  This analysis can be one step towards understanding their leaders’ strengths and opportunities in a competitive marketplace. Continue Reading...

Should I track survey respondents? Part 1

  • Marcie Levine
  • 6/26/2012 12:00:00 AM

One of the discussions that I have with many clients is whether or not to use usernames and passwords to track employee and customer survey respondents.  A lot of thought goes into this decision, so I thought I’d share some of our thinking. Continue Reading...

Should I track survey respondents? Part 2

  • Marcie Levine
  • 7/13/2012 12:00:00 AM

One of the discussions that I have with many clients is whether or not to use usernames and passwords to track employee and customer survey respondents.   On the last blog I talked about the overview thinking when deploying an internal or external survey.  This time, I’d like to discuss a few of the most common online tracking mechanisms commonly used in survey deployment? Continue Reading...

Introduction to a 360-Degree Report

  • Marcie Levine
  • 8/2/2012 12:00:00 AM

Once someone has gone through the 360 degree feedback process, it is helpful for them to have an introduction on how to review their report.  There are some general concepts that we can share that work with all types of assessment objectives, competencies, questions, and response scales. Continue Reading...

Competency Benchmark Survey Results

  • Marcie Levine
  • 10/30/2012 12:00:00 AM

When we work with clients on their 360s and employee surveys, we typically discuss how to collect feedback on the competencies that will help their organization grow and succeed.

Over time, we have gathered a lot of anecdotal information on common competencies that cross organization lines Continue Reading...

360 Feedback Programs in Organizations – 2014

  • Marcie Levine
  • 10/8/2014 12:00:00 AM

360 Feedback Programs in Organizations

Each summer, SurveyConnect sends out a survey to our clients, business associates, and LinkedIn connections to gather information that we think would be of interest to these groups (and ourselves) Continue Reading...

Considerations for Rating Changes

  • Marcie Levine
  • 12/1/2014 12:00:00 AM

Considerations for Rating Changes

Clients ask me how often should 360s be done on a person.

I think the best answer is somewhere between 12 – 18 months.  This gives enough time for the participant (the person being rated) to figure out their action plan, make behavioral changes, and have the people Continue Reading...

360 Assessments: Reviewing Open-Ended Responses

  • Marcie Levine
  • 1/22/2015 12:00:00 AM

360 Assessments: Reviewing Comments

Every once in a while, clients ask: Can we review the open-ended responses in case we feel that some are inappropriate and need to be deleted?

Continue Reading...

360 Feedback Benchmarks by Competencies

  • Marcie Levine
  • 4/23/2015 12:00:00 AM

360 Feedback Benchmarks by Compentencies
360 Feedback Benchmarks by Competencies I have been interested in understanding if there is some consistency in the 360 feedback ratings amongst all of our customers who deploy 360 assessments.  Continue Reading...

Who Should View an Individual 360 Report?

  • Marcie Levine
  • 10/12/2015 12:00:00 AM

 

Our clients ask us who should view a participant’s 360 report – the participant?  their manager?  the coach/HR/workshop facilitator?

Continue Reading...

The Change in 360 Feedback Content

  • Marcie Levine
  • 2/1/2016 12:00:00 AM

We help many of our clients with the design of their 360-degree instruments. Over the past few years, I’ve seen a big shift in what clients believe to be the most important competencies to ask about.

Continue Reading...

360 Feedback Programs in Organizations

  • Marcie Levine
  • 8/24/2016 12:00:00 AM

Each year SurveyConnect collects and reports out on the objectives and uses of 360-degree feedback processes in organizations.

We have opened up the survey for 2016.  If you (or any of your colleagues) would like to help with the research, please go to: https://www.activesurvey.net/78activeview/login/login.cfm?sv=11

Continue Reading...

360 Feedback Programs in Organizations 2016

  • Marcie Levine
  • 9/22/2016 12:00:00 AM

Each year SurveyConnect collects and reports out on data that we hope is useful to our clients and friends. In 2016, as in previous years, we decided to focus our questions on the 360 process – how many employees are asked to participate and why, as well as what happens with the data once it is collected. Continue Reading...

Why Use a 360 Degree Assessment Consultant?

  • Marcie Levine; Chelsea Daggett
  • 6/21/2017 12:00:00 AM

After reading many articles on the benefits and weaknesses of 360 degree assessments, I have come to a simple conclusion—that articles often do not differentiate good 360 degree assessments from bad.  Therefore, what can be a great tool for providing (professional, appropriate) feedback and constructive progress can also negatively impact organizational trust and lead to low morale.  What SurveyConnect has found is that by using out-of-house 360 experts (like us), you have a guide to ensure the best results possible from your 360-degree project.   

Continue Reading...

360 Degree Assessments and the Rise of Continuous Feedback

  • Marcie Levine; Chelsea Daggett
  • 7/18/2017 12:00:00 AM

The debate about the best way to give employees actionable feedback has grown more interesting as technology develops at an increasingly rapid rate.   We believe that using a continuous feedback application as an adjunct to 360 degree assessments like our ActiveView 360 system is a great way for feedback to become a process, and not just an annual (or semi-annual) event.

Continue Reading...

360 Degree Competencies and the Strengths-Based Culture

  • Marcie Levine; Chelsea Daggett
  • 8/9/2017 12:00:00 AM

Strengths-based learning requires “knowing your strengths and investing in others’ strengths” to build better teams and develop leadership skills. This approach can lead to significant increases in traditional markers of organizational success like productivity, retention, and customer satisfaction. Focusing on strengths helps businesses and employees alike.  Only 13% of today’s workforce is engaged at work but that number rises dramatically to 67% when managers focus on employees’ strengths.  

Continue Reading...

Telecommuting Success

  • Marcie Levine; Chelsea Daggett
  • 9/7/2017 12:00:00 AM

Flexible options that support the work/life balance are increasingly being implemented in many organizations to attract and retain high-performing employees.  Workplaces increasingly use agile solutions that offer employees flexibility in aspects of work like adjustable schedules, unlimited paid time off, and the ability to transfer down. In fact, almost one third of employees consider flexibility the most important factor when considering job offers. (1)

Continue Reading...

ActiveView 360 Degree Assessments

The ActiveView 360 system is a fully-automated, configurable feedback tool for 360 degree assessments. Flexible Set-Up and Design, Straightforward Administration and Balanced, Actionable Reports. Easy...

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ActiveView 360 Process Demo

360 Degree Process Demo Here is a fun 360 degree process demo, showing you the steps involved in a feedback assessment process. It will take...

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Request an ActiveView 360 Quote

Need more information regarding your 360° feedback needs and how we can help? Please complete the form describing some of the details of your 360...

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