360 Feedback Assessments

We believe that the 360 feedback assessment plays a crucial role in aligning individual development with organisational goals. It allows us to create personalised development plans, targeted training initiatives, and coaching interventions that support your team members in reaching their full potential.

Join us on this journey of self-discovery and professional growth as we leverage the power of 360 feedback to enhance performance, nurture talent, and foster a thriving organisational culture.

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Why 360 Feedback?

Strengthened Relationships and Collaboration

Enhanced Self-Awareness

Fair and Objective Evaluation

Supports Organisational Culture and Values

Aligns with Development and Growth Initiatives

Identify Your Blindspots

360 Feedback VS Performance Appraisal

Using a 360 feedback assessment offers distinct benefits compared to traditional performance appraisals. While performance appraisals typically rely on a single evaluator, 360 feedback assessments collect input from multiple sources, such as peers, managers, and subordinates. This provides a more holistic and comprehensive view of an individual’s performance, allowing for a more accurate and well-rounded evaluation.

Additionally, the 360 feedback process promotes self-awareness, personal growth, and targeted development by identifying strengths and areas for improvement from various perspectives. It fosters a culture of accountability, collaboration, and continuous improvement within the organisation, ultimately leading to enhanced performance, stronger relationships, and a more engaged workforce.

360 Feedback Assessment

Performance Appraisal

FOCUS

Collects feedback from multiple sources (peers, managers, subordinates) to assess various competencies and behaviors.

Evaluates an employee’s job performance based on pre-defined goals and objectives.

Perspective

Provides a holistic view of an individual’s performance, taking into account multiple perspectives.

Typically conducted by a direct supervisor, providing a single perspective on an employee’s performance.

Developmental Approach

Primarily used for personal and professional development, identifying strengths and areas for improvement.

Often used for performance evaluation, determining compensation, and making employment decisions.

Anonymity

Feedback providers are usually anonymous, encouraging honest and unbiased feedback.

Feedback providers are often known, potentially affecting the level of openness and candor in feedback.

Frequency

Can be conducted periodically or as needed to track progress and development over time.

Typically conducted annually or semi-annually as a formal review of performance.

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