360 Degree Survey

The 360 Degree Survey involves an individual manager being rated on their leadership and management competencies by their direct reports, peers, managers, customers and suppliers (usually about 8-12 people in total). The individual also provides an assessment of their own performance for comparative purposes.

The resulting information is presented to the individual to help them gain a better understanding of their strengths and development needs from a variety of perspectives.

A visual representation of the 360 Degree Survey process is provided below:

Quantum's Approach: 360 Degree Survey

Prior to conducting the survey, it is important that all employees invited to participate in the 360 Degree Survey attend an information / training session in which the 360 Degree Survey process and its benefits in regard to personal and professional development are explained and any misconceptions regarding the 360 Degree Survey can be dispelled. During this session, participants will also receive training in how to provide and receive feedback in a constructive manner. These sessions ensure that participants approach the 360 Degree Survey process with the correct mindset which in turn, enhances the quality of feedback received.

The 360 Degree Survey will contain approximately 75 items, including both numerical scale items and written comments.

Managers are rated on the extent to which they display the following Leadership and Management competencies:

Specific items within each competency will vary depending on the level of management being surveyed. Quantum is able to tailor a 360 Degree Survey to specifically suit each level of manager within your organisation.

Following completion of the 360 Degree Survey, the employee will receive a feedback report which provides an assessment of their strengths and weaknesses.

A Quantum consultant, experienced at delivering 360 Degree Survey feedback in a confidential, constructive and non-threatening manner, will then review feedback with the employee to help them gain a better understanding of their results and set appropriate development goals.

In order to get the most out of 360 Degree Survey feedback, it is important that follow up surveys are conducted, either annually or bi-annually to ensure that progress is being made against set development goals and to create a sense of accountability in regard to achieving these goals.

Benefits: 360 Degree Survey

• To identify and build upon strengths the manager is currently exhibiting.
• To identify training and development needs.
• To increase self-ownership of the professional development process.
• To help create an organisational culture based on openness, feedback and accountability.
• To ensure the manager is providing a positive role model for organisational values.
• To enhance performance management by creating a more complete picture of the manager's performance.
• To enhance team development. 360 Degree Survey feedback from team members will help the manager work more effectively with co-workers and make them more accountable to the team for their communication and performance.
• To facilitate succession planning by assisting with the identification of future leaders.
• To increase customer satisfaction by providing the manager with valuable feedback on how they could improve their reliability, promptness or quality of service to external customers.
• To enhance leadership effectiveness across the organisation, leading to more motivated and productive employees and subsequently to a more efficient and profitable enterprise.