Whether you are a small or a large business, people are your most important asset. Employee development activities are essential for sustainable business growth and to help the broader organisation meet and exceed performance expectations.
Open 360 questionnaires are one of the most effective ways to develop a workforce and enhance employee retention. The feedback tool provides HR professionals and consultants with the focus needed to understand precisely where employees need further training and support to improve their performance.
Unfortunately, many organisations implement 360 assessments incorrectly, using them to single out problem employees, relying on the information alone for performance evaluations, and not setting a clear purpose.
We specialise in helping HR professionals who are frustrated with the challenges of ineffective employee development programs and the associated costs. Using our 360 Assessments, organisations can create completely customised questionnaires to measure specific competencies vital to exceptional performance in a job role. What would these insights mean to you when developing unique employee growth plans?
What is an Open 360 Feedback Questionnaire?
An Open 360 questionnaire is a feedback tool for measuring the skills, behaviours, and competencies of an individual concerning their job role and general workplace conduct. Multiple sources, such as supervisors, peers, and direct reports, provide feedback on the individual. The resulting 360-degree feedback report delivers highly focused and relevant information about an individual’s job role competencies and their working relationships. Organisations then use the insights from the 360 feedback to inform employee development strategies.
A 360 assessment requires respondents to provide anonymous feedback in an online questionnaire that covers a large variety of job and workplace related competencies. A questionnaire commonly combines qualitative and quantitative questions that ask respondents ‘how often’ or ‘how well’ the individual exhibits a specific competency. The person receiving the feedback also fills out a self-rating questionnaire and scores themself against the same set of questions.
The feedback is compiled into an easy-to-read report to help a respondent understand their strengths, development areas and blind spots. HR Managers can quickly spot where perceptions align where they differ.
What are the Common Uses of Open 360s?
Open 360 questionnaires are most commonly used in performance management. The assessments answer the question of how well an individual is performing against a set of required job competencies. 360 feedback has many other applications such as performance appraisals, success planning, and team development.
The most common uses of 360 feedback are:
- Team development tool
- Allow team members to get and give feedback from other team members in a positive way
- Increases openness and feedback within the organisation
- Aimed for team and communication skills trainers and consultants specialising in solving interaction problems, conflicts, etc.
- A tool for managers to get to know their team better
- Performance appraisals
- Performance management
- Training needs identification
- Leadership and Management development
- Employee development
- Skills development