Reviewing a Draft 360 Assessment

When clients send me draft 360 assessments for review/edits, I initially look at five key elements.

First, I look at many competencies there are, and how many questions per competency?  I want there to be a similar number of questions per competency (e.g., 3 – 5 or 4 – 6 questions per competency), and I want there to be no more than around 55 questions in the entire assessment.  Backing in to this number, you can have 8 competencies with around 6 questions each, 10 competencies with around 5 questions each, 12 competencies with around 4 questions each.  Sometimes you may have to move questions from one competency to another to get this weighting.  For example, a question around conflict resolution may be placed in the Communication, Collaboration or Leadership competencies.

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360 Feedback Programs in Organizations 2018

Each year SurveyConnect collects and reports out on data that we hope is useful to our clients and friends. In 2018, 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. In this way, we can understand the objectives and uses of the 360-degree feedback process at this point in time, and see how answers have changed over past years.  80 people responded to the questionnaire this year; 34% of these respondents are external consultants and 66% are in-house employees.


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Telecommuting Success

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)

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360 Degree Competencies and the Strengths-Based Culture

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.  

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360 Degree Assessments and the Rise of Continuous Feedback

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.

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Why Use a 360 Degree Assessment Consultant?

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.   

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360 Feedback Programs in Organizations 2016

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.

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How to Design a 360 Degree Assessment

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.

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