360-degree management feedback
A special feature of managerial work is that it greatly affects others, whether on purpose or not. It influences motivation and professional progress of subordinates and peers. Managers affect other employees of the company directly through their communication and decisions, and indirectly through their behaviour, exemplary conduct. It is for this reason that it does count what image the others formulate of them, and how this image fits in with or contradicts the manager’s self-assessment. What 360-degree feedback measures is perception of management competences and the image of the manager formulated in his/her environment.
Particularities
The point of 360-degree feedback is for participating employees to receive feedback on their own competencies and performance from their environment using a questionnaire developed specifically for the given organisation.
The assessment reveals how each competency manifests itself in behaviour in day-to-day work, and at what level it is perceivable.
The evaluated persons receive feedback from their own subordinates, peers and managers, and, in certain cases, from their external clients.
In addition, there is an opportunity within the 360-degree feedback to conduct an Internal Client-Orientedness Survey, where cooperation with partner departments is scrutinised.
A questionnaire tailored for company competencies
We believe that any survey, and the 360-degree survey is no exception, can serve the interests of a company if it fully conforms to the organisation’s competency model. For this reason, the questionnaire is produced considering the organisational competencies in addition to, or, for that matter, instead of the competencies we recommend, examining a number of behaviours for each competency.
Areas of utilisation
The 360-degree feedback helps determine the key strengths of the evaluated employees and their competencies that need development. It can be used to customise training, and to make training efficiency measurable. For the evaluated persons, it provides help with the priorities of handling co-workers, and with the development of communication within the management team.
Cooperation among organisational units
There is an opportunity to ask other than direct subordinates about an evaluated person, i.e. staff of departments he/she cooperates with. Such feedback points out any existing reserves in developing cooperation, and where it could be improved.
Improving communication and cooperation within the team
It helps team members clarify internal relations and improve cooperation. It also helps identify the expectations and norms of communication that contribute to more successful teamwork.
Performance appraisal
It provides an objective view of the person’s perceived competencies, thus helping both the evaluated person and his/her superior identify key objectives and the recent changes.
Internal selection, career management
The use of 360-degree feedback can contribute to identifying the main areas of development for future managers, but it also represents help in determining the candidates’ levels of competency on internal selection, and in selecting the most appropriate one for the task. In addition, it also assists candidates in developing competencies that are important for their careers.
Benefits of the Develor methodology
- Flexibly adaptable questionnaires
- Results of multiple years can be simply compared in a report
- Measurement of training effect
- Organically fits in with the complete HR development process (Measuring-Training-Coaching-Measuring)
- Use of the corporate competency model
- Fits in closely with other systems of the company, e.g. P.A.S.
Related services
- Management training
- Coaching
- Employee satisfaction survey
- Development of a performance appraisal system
- Internal client-orientedness survey
