Tell Me About 360 Surveys

What is a 360 Degree survey?

A 360 degree survey is a process that solicits feedback on employee performance from several different sources: managers, peers, and direct reports. The participant also completes a self-assessment. In cases where the employee interacts with the public, a 360 survey may also include feedback from clients, suppliers, contractors, or vendors.

The goal of a 360 is to obtain more accurate, systematic, unbiased and comprehensive comments that can give individuals an opportunity to enrich their future performance.

Why a 360?

A 360 degree survey could enhance the strength of your internal talent pool. Participants in a 360 receive an honest and accurate analysis of their strengths and weaknesses, which raises self-awareness and leads to development opportunities for those involved.

Individual performance improvement relies on regular feedback and frequent 360 surveys can provide insight to help employees improve their performance over a period of time while providing a record to help employees stay accountable for their improvement goals.

Benefits

In addition to being a cost effective way to determine who in your organization is a high potential, a low performer, or a steady performer, a well-designed and well-executed 360 survey has the ability to:

  • Improve understanding of the individual’s strengths and weaknesses in key aspects of competency and behavior.

  • Set a baseline against which future changes or improvements can be measured.

  • Set a benchmark comparison between the individual’s own perceptions and those of the raters.

  • Maximize profits by identifying specific training and learning opportunities so your employees can increase their maximum potential.

  • Identify high potentials for future training and development.

  • Act as a platform for employee opinions and improved employee engagement due to the anonymous reporting and collection of data.

Process

Step 1: Survey Design

Use existing questions or create your own. The survey used by MRG has predetermined questions for specific areas such as leadership, supervision, communication, teamwork, etc. or the tool allows you to custom design the survey questions to benefit your organization. This survey uses a dual scale model.
Why is a dual scale approach better?
A dual scale survey asks two questions instead of one, allowing raters the opportunity to share additional valuable information. In this case questions are framed to ask about a participant’s current performance as well as the expected performance, giving a much more accurate account of their behavior.

Step 2: Invite Participants

Communicate with your employees your reasons for using a 360 survey. Be honest and transparent. This is a completely anonymous process that runs all rater’s answers through a third party. No identifying information is given to insure confidentiality. Participants will receive a custom invitation, which will log them into the system using a unique password. They will identify who they are evaluating and their relationship to the person.

Step 3: Monitor Progress

The third party survey administrator will have unlimited access to a password protected administration panel. This panel will contain real time survey data to monitor progress.

Step 4: Review Results

At any time the survey administrator can prepare and print detailed feedback reports. Reports for participants will contain a “Guide to Understanding Feedback Results” to help them make effective use of the data. Your consultant from MRG can help you develop action plans to put your survey results into practice.