Category Archives: 360 Assessments

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 … Continue reading →

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 … Continue reading →

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?  … Continue reading →

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?

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 … Continue reading →

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 … Continue reading →

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.

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 … Continue reading →

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

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