360° assessment, also known as 360 Feedback, is a powerful tool for the development of professional skills. This approach includes a multi-source assessment, bringing together both professional and behavioural performance. By aggregating feedback from a multitude of observers, the 360° assessment makes it easier to synthesize this data into a unified report.
Context of use
360 feedback is recommended as part of annual reviews, coaching, personal development, performance appraisal and internal mobility.
Difference with a classic evaluation
The 360 Feedback assessment is based on the use of structured questions to gather the opinions of an individual's professional entourage, with the aim of obtaining an objective analysis of their overall performance and expectations.
Personality tests, on the other hand, offer a choice of pre-established answers to questions. These choices are then analyzed collectively in order to predict preferences and behavioral reactions to different personal and professional situations.
When used together, the two assessments provide an incredibly powerful resource for each employee, teams, and organization.
Steps to set up a 360° assessment
Here are the 4 steps to successfully set up a 360° assessment:
Step 1 - Definition of skills and preparation
- Identify the key competencies to assess, whether they are managerial, commercial, or soft.
- Carefully select the evaluators who will participate in the process.
- Communicate transparently about the purpose and procedure of the evaluation to all parties involved.
Step 2 - Assessment
- Participants and evaluators complete a detailed questionnaire to assess the competencies in question.
Step 3 - Restitution of the results
- Conduct one-on-one interviews with participants to discuss the results of the assessment.
- Foster a deep understanding of strengths and areas for improvement.
Step 4 - Action Plan
- Work with participants to develop an action plan to develop their skills.
- Establish success metrics to measure progress.
- Set up a follow-up to ensure the effective follow-up of development actions.
These clear and organized steps ensure a successful implementation of the 360 assessment, thus contributing to the continuous professional development of the participants.
Number of observers
We propose 3 categories of observers: n , n+1 and n-1.
Each 360-degree evaluation requires the participation of a self-assessor as well as at least one additional observer to complete the evaluation and produce a report. It is important to note that there are no restrictions on the number of observers who can participate in the 360- degree assessment of a given person.
However, to ensure anonymity, we recommend that:
- Choose at least three observers from the categories: colleagues, subordinates, and others.
- Choose reviewers who are reliable, who have known the participant for a long time, who come from a variety of backgrounds, and who have had both good and challenging experiences.