Understanding Performance is crucial

Employee Assessment is a serious matter. Employees are still the most valuable asset of your organisation. You would want to know the performance status of each employee. Who improved their skills, who needs some more attention, where are the top performers and what you need to focus on.

Only with the right information can you manage the development efforts of your organisation. It is clear that 360° surveys and performance reviews play a pivotal role in optimising the performance of any company.

Yet, only 55% of employees find 360° surveys effective.

Let’s face it, 360° surveys don’t always have a good reputation. Organisations often implement them without the needed care and communication, some just inject any type of question in the survey or make them too long. More than often organisations fail to provide a personalised feedback.

You can’t blame the employees for disliking them. A well structured 360° feedback tool can be the ultimate answer.

What are the qualities of a good 360° feedback ?

A good 360° survey should have:

• Detailed Reporting: A 360° feedback tool should generate a rich data dashboard, with reports, pie charts, line graphs, to provide clear insights.

• Integrated Competency Framework: a 360° survey should guide you through the competency template and must contain an offering of relevant questions.

• Automated Process: a 360° survey should be automated. With a structure that enables fast competence selection, attached questions and easy integration of raters.

• Confidentiality: Above all, a 360° survey and feedback should be confidential and anonymous.