The 360-Degree Assessment is an on-line tool that surveys an employee’s significant stakeholders to learn first hand how they view that employee’s performance. Typically, people ask their manager, direct reports, peers, internal customers, group/team members and vendors (if appropriate) to participate. The employee is also expected to complete a self-evaluation as well.
The Assessment asks between 4–11 questions in each of the following 12 categories:
1. Inspires a shared vision
2. Coaching and Leadership
3. Communication
4. Conflict Resolution
5. Customer Orientation and Satisfaction
6. Decision Making
7. Goal Setting and Managing Change
8. Partnering and Collaboration
9. Personal Impact and Influence
10. Planning
11. Problem Solving
12. Results Orientation
The 360-Degree process begins with a review of the assessment tool questions to make sure they are appropriate for the position of the employee being assessed. The employee and manager are able to modify questions on the survey as needed to make it more relevant to each particular situation. You’ll work closely with New Directions’ staff to make any revisions needed.
Features of the New Directions 360-degree assessment process:
• Ability to customize the 360-degree tool to the individual’s position within the company. For example, people who are Directors or Vice-Presidents need to focus more on inspiring a shared vision than do those at other levels within the company. The survey results highlight the self score as well as others in specific groupings, providing a quick comparison of any areas of incongruence.
• A one-on-one review of the 360 results with each feedback recipient, usually lasting over an hour. This personal approach helps people process the feedback and move toward an action orientation. One client recently commented, “I’ve never had anyone review my 360 with me before. In the past I just put it away after the workshop.”
• A Development Plan that examines how to increase the impact of their strengths and tackle selected areas for improvement. An action plan is developed that includes specific goals and activities. We encourage the individual to meet with his/her manager to gain approval and support for the plan.
• Ongoing coaching for the individual to help encourage change and growth. When the follow-up 360 is completed, the individual and coach have an established relationship to compare the results honestly and openly.
On occasion we also build modified 360-feedback assessments geared specific to our Successful Leadership Training Series. Individual 360s are completed prior to the training to establish a baseline score and then reassessed one year later to determine the amount of progress made in each area of training. This type of 360 establishes an accountability for measurable results that drive behavior change.