What do 360-Degree Surveys assess?

A 360-Degree Survey is a questionnaire that assesses a candidate from multiple angles, asking the opinion of not only the candidate themselves, but also people who work closely with them. The Performance 360-Degree Survey is specifically geared for individuals seeking a highly efficient approach to gathering feedback on their performance, providing an in-depth analysis of observable behaviours, and a robust evaluation of their skills. For clarity, the top & bottom 5 rated behaviours are presented on a separate page in the report to quickly identify feedback patterns.

Typical roles that would use our leader 360-degree survey are:

• - Individual contributors
• - Managers

Overview of the Performance 360-Degree Survey

Our Performance 360-degree survey presents the 'focus' (individual being evaluated) and their raters with a series of short statements about the candidate’s behaviours. They are then invited to rate their level of agreement with the statement on a scale, with answers ranging from ‘Strongly Disagree’, to ‘Disagree’, to ‘Neither Agree Nor Disagree’, to ‘Agree’ to ‘Strongly Agree’. Additionally, the 'focus' and raters are also given an opportunity to comment.

The Performance 360-degree survey is untimed but typically takes 10-15 minutes to complete.

Our 360-degree survey measures 4 leadership competencies:

1. Relating to Others: Building & maintaining effective professional relationships with others.

2. Building Understanding: Demonstrating understanding, insight and an ability to make effective decisions.

3. Managing Outcomes: Having an effective approach for managing self, others & tasks over varied time periods.

4. Professional Integrity: Placing importance on meeting obligations and acting professionally at all times.

How to get the most from your Performance 360-Degree Survey

To do well in a 360-degree survey, it is good to implement the following tips…

1. Pick a representative sample: If you get the chance to choose your raters, then, to get an accurate 360 assessment, it is crucial to pick a representative sample of raters to give you well-rounded view.

2. Be honest: As you will not be the only person rating yourself, try to be as honest and transparent as possible when answering the questions, or else your results may result in large discrepancies between how you see yourself and how others see you.