How to get the most value out of your 360º Feedback or Appraisal system

One option is to undertake sophisticated analysis of the data. There are lots of amazing insights that can be obtained from such data, and we have analytics and psychometrics experts able to help draw out these insights. Questions that can be answered include:

• What are the overall strengths and weaknesses of my team?
• What is the breadth and depth of ability in the department?
• How well is our existing 360 tool performing and how can it be improved?
• How long did people take completing the surveys and what can we do to get the best output from the least time?
• How do the different regions of my business compare?
• Who are the individuals who look like they might be suitable to include in our ’top talent’ pool?
• Are there any people who look like they might need additional support or need to be put into performance management? (Interestingly, this is often the case of people who give themselves ’self’ scores much higher than the scores they get from others - their over-inflated view of themselves and poor self-awareness is a difficult combination).
• How well does managers’ assessments of their people chime with the views of others?
• What training courses / development interventions would make the biggest difference for the team?

We provide many ’standard’ analysis outputs from our systems. However, we are very aware that all the data that performance management and 360 feedback processes generate can be harnessed in very many ways. The best way of doing so is to start with the question "what decision do I want to inform?" or "what actions am I considering?". We can then work with you to create something that actually answers your question and leads to empowering actions that will make a genuine difference to your organisation.