Personal development in the SME sector
360° feedback
Structured feedback as the basis for targeted management development
- Customised surveys
- Languages: German, English, French, Czech and Polish
- GDPR-compliant survey tool
- Individual evaluation meetings
- Targeted management coaching
Increase effectiveness
360° feedback as a starting point for management coaching.
360° FEEDBACK - FEEDBACK FROM FOUR PERSPECTIVES
What is 360° feedback?
360° feedback is a tool that analyses observable behaviour in the workplace.
evaluated from different perspectives. These perspectives are:
- Self-assessment
- Feedback from the employees
- Feedback from colleagues (peer feedback)
- Feedback from the supervisor
Potential benefits of 360° feedback
- 360° feedback promotes a constructive feedback culture.
- 360° feedback forms the basis for targeted training and development measures.
- 360° feedback makes successes visible in terms of a change in leadership culture.
- Feedback recipient receives an overview of his/her strengths, areas for development and blind spots.
- The feedback recipient develops concrete measures for his or her own further development.
- 360° feedback can help build self-awareness and self-confidence.
- Competency expectations are clarified by the questionnaires.
- Feedback is given in a targeted manner and not just in passing.
- Supervisor can promote targeted development on the basis of the results report.
- The feedback can be given anonymously. This is particularly beneficial for teams that do not yet have a solid basis of trust with their own leaders.
- The team benefits when the leader changes certain behaviours as a result of the feedback.
When is 360° feedback useful?
Constructive and regular feedback is essential for the personal and professional development of specialists and managers. There are various points in organisational or management development at which 360° feedback can provide concrete added value:
Assessment of the situation and conception of a leadership development programme
Before starting an executive coaching or defining a tailor-made training programme, a 360° feedback provides information about strengths and areas of development. It is the starting point for targeted further development.
Management audit
As part of a management audit, 360° feedback reflects which leadership and management competencies of a future role are already fulfilled and what development potential a leader has.
Changing the leadership culture
If the leadership culture in a company is to be changed, 360° feedback maps very well which key competencies of this new culture are already mastered by which managers.
Regular feedback and evaluation process
Ideally, the 360° feedback is not only carried out once but at regular intervals, e.g. annually. In this way, development steps become visible.
How does 360° feedback work?
A 360° feedback process comprises five steps:
Define questionnaire and survey languages
We offer different questionnaires in five different languages (German, English, French, Czech and Polish). Together we define which questionnaire is suitable for you or develop an individual questionnaire for you. A survey can be conducted in several languages.
Select feedback provider
Who can give meaningful feedback on the behaviour in question? To get meaningful feedback, not only the "fan club" should be considered.
Address feedback givers
"I would like to go through a 360° feedback and would like to ask you for feedback within this framework. May I do that?
Go through the feedback process
Self-assessment to be completed. External assessments are made by the feedback givers. This feedback is confidential. At the end of the process, a report of the results is produced.
Discuss results
The evaluation interview is conducted with one of our coaches and lasts between 1-2 hours, depending on the questionnaire. During the discussion, you define concrete measures that support further development.
QUESTIONS ABOUT 360° feedback
How confidential is 360° feedback?
The aspect of confidentiality concerns two aspects: The results of the feedback and the anonymity of the responses.
Only the feedback recipient and the supervising coach receive the results report. Neither superiors nor HR have access to it.
The anonymity of the responses depends on the number of feedback providers per category. As there is usually only one line manager, this feedback is transparent. For the other categories (employees and peers), we recommend that at least 5 people per category provide feedback to ensure the anonymity of the responses.
Who selects the feedback providers?
In order for the feedback to be accepted by the feedback recipient, the feedback provider should also be selected. It goes without saying that the line manager is defined, as they represent a perspective of 360° feedback.
To ensure that feedback recipients do not just select their personal "fan club", some companies reserve the right to check and finally approve the selected feedback providers.
Who receives the results report
Only the feedback recipient and the coach who conducts the evaluation meeting receive the results report.
It is the responsibility of the feedback recipient to share the results of the 360° feedback with other people.
How long does the process usually take?
Experience has shown that there are 6-8 weeks between the start of the survey and the evaluation meeting.