360 evaluations

360 evaluations involve collecting feedback that enables people, mainly supervisors, to develop their ways of working. The figure refers to 360 degrees – in addition to self-assessment, the person receives feedback from various directions: subordinates, supervisors and other essential partners.

The objective of the 360 evaluation is to increase the awareness of supervisors or other key personnel of the special challenges involved in their particular position and to prepare a feasible development plan with follow-up schedules under the guidance of the Feelback Group experts. The objective of the development actions is to improve supervisory work, leadership skills and organisational culture.
The 360 meters developed by Feelback Group represent the latest generation offering intelligent focusing and tailoring as well as organisation-specific customisation. The measurements provide the customer with more detailed, focused and well-grounded feedback.

OBJECTIVE
The objective is to increase the awareness of supervisors or other key personnel on the special challenges involved in their particular position and to prepare a feasible development plan with follow-up schedules under the guidance of the Feelback Group experts. The objective of the development actions is to improve supervisory work, leadership skills and organisational culture.

TARGET GROUP
Private- and public-sector personnel in a supervisory position regardless of the size of the organisation or the number of supervisors. Depending on the meter selected, the target group may also be experts, sales personnel or sales management. The 360 evaluation method can also be applied to, for example, evaluation of project work.

IMPLEMENTATION
The evaluation is carried out as an electronic survey, and the respondents will be invited via e-mail. The client organisation names the persons to be evaluated. The content of the meter can be tailored to suit the strategy, processes or management system of the client organisation.

DEVELOPMENT FRAMEWORK
The basic dimensions of leadership are slightly different with regard to their nature and requirements, and there are significant position-specific differences in their order of priority. Identifying these differences is important.
The key objective of the 360 evaluation is to collect information related to management based on the experience of the participants. This way, the “measurement error” due to mental images can be minimised. Feelback Group’s expertise in identifying frameworks is based on more than 20 years of measuring experience, and hundreds of implementations carried out.

Feelback Group has produced numerous bespoke metering tools, both for proprietary and client-specific use. All standard meters can also easily be customised to suit specific needs.

Ready meters available include, for example, the following:

  • 360 evaluation for supervisors
  • 360 evaluation for experts
  • 360 evaluation for management group
  • 360 evaluation for sales management
  • quick and easy-to-implement follow-up measurements to verify development.

MEASUREMENT REPORTS

  • Each person evaluated will be provided with a personal feedback report including feedback interpretation instructions.
  • Unless otherwise agreed, subordinate replies will be reported when there are at least three respondents in the group.
  • The personal report will only be provided to the person being evaluated.
  • The results can be used to produce a great variety of compilation and summary reports.

TREATMENT OF RESULTS AND DEVELOPMENT ACTIONS

  1. Group discussion and its objectives

The results are discussed/analysed in a session led by a Feelback Group coach. During the session, the purpose of the measurement, the structure of the meter and the way to interpret the personal result will be explained. The session takes approximately half a day/group.

During the session, each participant will prepare a personal development plan for the 360 workbook.
After the discussion session, the participants will have internalised and understood

  • their personal result
  • their personal work-related strengths in relation to the goals, based on the measurement
  • their personal development targets and development plan, based on the measurement.
  1. Personal feedback and its goals

Discussion/analysis sessions are implemented as personal or group discussions by a Feelback Group coach. During the feedback session, the person’s results are reviewed with them, and key development targets are analysed together. Personal feedback sessions take approximately 45 min/person or 90 min/small group.

The objective of the personal feedback is to ensure that the results of the evaluation are understood correctly and that all the participants understand

  • their personal result
  • their personal work-related strengths in relation to the goals, based on the measurement
  • their personal development targets and development plan, based on the measurement.

ASSESSMENT OF EFFECTIVENESS
As part of the preparation of the personal development plan, supervisors define a follow-up plan and schedule for their development goals. After 6–12 months, the development targets set as goals are evaluated in a 360 follow-up measurement when the subordinates will be asked how the development goals have been achieved in practice. This evaluation verifies the true benefit of the 360 evaluation.