Powerful Feedback for Success
A 360-degree survey provides feedback for leaders from key stakeholders around them.
The leader can compare their self-view with the feedback from others, and quickly and easily see where there are gaps in their effectiveness.
You can survey one person or an entire team.
How You Benefit
We don’t always see ourselves as others see us, and a 360-degree survey allows managers to understand how they are perceived by everyone they work with, not just their supervisors.
Since motivating employees to produce results and enlisting the cooperation of peers are key to a manager’s success, an instrument that allows managers to determine where they are interacting effectively with their coworkers and where they may be missing the mark is extremely valuable.
How Is It Administered?
There are generally two methods: Interviews or online surveys.
The interview method includes a custom survey and one-on-one interviews with the subject of the 360 and their feedback providers.
This is the most comprehensive way to gather data, because we can ask follow-up questions, detect hedging in responses, and allow for a more complete picture of the person receiving the feedback.
Although there is a lot of qualitative data provided by interviews, reports generally do not include much in the way of statistical analysis.
The online survey method uses statements and numerical rating scales. It is faster than the interview method, and the use of comparison charts and graphs is extensive. The trade-off is less of the kind of qualitative data you get with the interview method.
Some clients have requested a hybrid, and that generally involves doing the online survey combined with follow-up calls to each feedback providers.
Both methods gather data about leadership performance from both the participant’s (leader’s) point of view and the views of associates (peers, direct reports and supervisors).
Areas covered by the survey commonly include the leader’s effectiveness in planning, goal setting, leadership, communication, team development, delegation and other key behaviors.
In both methods, results compare the participant’s view to those of the other raters.
Using the interview method, those comparisons are done in the form of bulleted statements. In the online survey method, those comparisons are in the form of rating scales presented in a detailed report that outlines strengths and developmental opportunities.
In both methods, there are recommendations for areas where the leader can improve.
According to the Center for Creative Leadership (CCL), the following guidelines ensure optimum success when performing a 360-degree assessment:
- Clarify the goal and purpose for everyone involved
- Clarify rater anonymity, accountability, and selection
- Prepare participants
- Review and interpret feedback results
- Develop an action plan
- Follow up on the action plan
Note: 360-degree surveys are not used for making promotional or disciplinary decisions.