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360 Feedback Benchmarks by Competencies

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.  Since each of our customers designs their own assessments, the questions from one organization to another are always different.  There

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360 Assessments: Reviewing Open-Ended Responses

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? My response is that in our years of deploying assessments, we have never had to delete inappropriate comments. Amazing, right?

Considerations for Rating Changes

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 they work with

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Performance Review Story on NPR

Performance Review Story on NPR On my way to work on Tuesday, I listened to an interesting NPR segment on Performance Reviews (and how they aren’t working for many organizations).   With so many companies entrenched in continuing the performance review process, we believe that the performance review can focus on goal setting and attainment, while

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360 Feedback Programs in Organizations – 2014

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).  In previous years, we have built a business reading list and collected data about what competencies are most important to

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Competency Benchmark Survey Results

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.  It seems that no matter what industry you are

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Introduction to a 360-Degree Report

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.

SurveyConnect Normative 360 Feedback Competency Analysis

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

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360s: Levels of Assessments

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: