Ashbourne 360° Feedback
A web based tool that is fast, flexible and user friendly to review and develop the potential in your leaders. Ashbourne has the expertise to design, implement and manage the 360° feedback process for you.
What can Ashbourne 360 offer?
Ashbourne has the expertise to design a questionnaire based on an existing or a new competency framework. We have designed and delivered 360° feedback for managers and leaders in a number of organisations and are continuing to expand our client base.
We offer standard and bespoke 360 reports at very competitive prices.
With a complete customised approach we can build a micro-site bespoke and unique to your organisation promoting your brand and displaying your company logo on the final reports.
With a number of options and formats to choose from, our standard report style can be tailored to your taste and need with minimal cost.
Our experienced consultants can deliver the feedback face to face or we can train your staff to run feedback sessions to save you cost. Our consultants have the expertise to support the recipient to put the feedback into context and to draw out important messages from the report. Without this support the feedback report will be a statistical report with numbers and graphs.
What is 360° feedback?
The 360° degree feedback is also referred to as a multi-rater feedback. It is an anonymous survey in which an individual receives feedback from all those who work around him/her in an organisation, including themselves. Typically respondents will be their line manager, peers, direct reports and in some cases suppliers and customers. This is different to the traditional top down approach where feedback on ones performance is usually given by the senior/line managers.
The respondents are asked provide their perception of an individual’s performance and behaviours at work based on evidence directly seen or heard by them.
What are the benefits of 360 degree feedback?
A survey conducted by the CIPD in 2005 on Performance Management suggests that 360 has grown in popularity from 11% previously to 14 %. More and more organisations believe it to be an effective tool to measure their workforces’ performance.
The benefits of implementing a 360 survey are
When does it not work?
The 360 feedback system does not work effectively or is not recommended to be used when:
How long does it take?
The entire process is likely to take around 6 weeks.
How often can 360° feedback be repeated?
It can be repeated every 12-18 months. If repeated within a short period of time, it might not be of any value to the individuals as they may not have had an opportunity to put the previous feedback into context fully and therefore may not have made much progress.
When repeated, it is useful to compare the previous results with the most recent ones to get a snap shot of the development made by the individuals and the organisation.
We have put together some valuable information for you to consider to run 360° feedback process successfully in your organisation. Please have a look at our ‘Guidelines for running a successful 360 appraisal’.
Guidelines for running a successful 360 appraisal (pdf)
Ashbourne has worked with major clients in public sector and has offered consultation to them in running their 360 projects successfully. Listed below are some of the key points to consider to make your 360° feedback process a success.
Designing a questionnaire
If your competency framework does not fit entirely with off the shelf 360 questionnaires available on the market, it is worth designing a customised 360 questionnaire.
Using off the shelf 360 Questionnaires
Well designed, reliable and valid off the shelf 360 questionnaires are available in the market at competitive prices. The most important question you need to ask before signing on with a supplier is:
If not, the questionnaire may not produce the expected results.
Choosing a rating scale
Research shows that there are different types of scales that are being used for 360° feedback e.g. performance scale, developmental scale, quantitative scale, qualitative scale etc.
Getting buy-in from the participants
Communication is an integral part of the 360 process. The purpose and benefits of the 360 need to be clearly communicated to all participants.
Choosing the respondents
Guidance should be provided to appraisees taking part in the survey to choose their raters. Listed are some points to bear in mind whilst choosing raters
Piloting the survey
Launching the 360 project and measuring its success
360 feedback reports and delivery
The guidelines above are general. We understand that every organisation is unique and we can develop a bespoke solution that suits your need.
Please contact Renu Jurru on 01869 342 374 or by email email@example.com to discuss how we can help you in running a successful 360 appraisal either one off or on an ongoing basis.