11 Components of a Best-in-Class 360-Degree Assessment
360-degree assessments are the backbone of most leadership development programmes. More companies than ever before offer a variety of different 360-degree assessment options, including many talent management systems that provide organisations the ability to build and process their own.
There are many instruments available with apparent similarities but… not all are in the same class as far as quality and effectiveness. We encourage organisations to seriously consider these 11 elements when selecting 360-degree instruments for their development programs.
What Is a 360 Review?
A 360-degree feedback assessment (also known as multi-rater feedback), is a powerful tool that enables a group of coworkers and managers as well as a self-evaluation to provide feedback about a fellow employee’s performance. By understanding leaders’ current effectiveness, strengths and potential, you can set the stage for organisational success.
Unlike a typical employee performance review in which an employee’s work performance is evaluated by only their manager, a 360-degree review takes into account feedback from co-workers and reporting staff—even other people who have once interact with the employee.
By integrating 360 assessments into their talent management plan, organisations can help identify what’s most important in order to attain their strategic goals. The correct implementation of 360 assessments should improve an organisation’s financial performance, strengthen its existing talent, and enhance its talent pipeline.
Download this white paper to learn the distinctive features and what look for in a 360 survey instrument.
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