360 feedback for improved performance
360 feedback is a powerful way of improving individuals’ performance and aligning behaviours within an organisation. 360 feedback concentrates on business skills, or soft skills, rather than technical skills. Technical skills tend to have in-built feedback mechanisms – processes either work or they don’t. Gaining feedback on business skills is much more challenging; it has to be sought from others as it tends not to be volunteered.
360 feedback needs to be managed with care and sensitivity. For some it is a welcome opportunity for self-improvement while for others it may cause unnecessary worry and anxiety. Selection of the correct instrument is key to success and should take account of objectives, level of seniority and other organisational initiatives.
360 feedback differs from a performance review in that it is confidential to the individual and is facilitated by an experienced and trusted person who is often external to the organisation.
360 feedback process
Who should participate?
Which 360 should I use?
The selection of 360 depends on the objectives and level of seniority. We have access to a range of 360s suitable for leadership, management or individual development.
British Psychological Society
Accreditation by the British Psychological Society to purchase, administer and interpret personality and ability tests provides tremendous flexibility. It means that we are able to select the most appropriate test from a wide range of providers including SHL, OPP and Human Synergistics.