360 ° performance review is a powerful method of identifying a person’s strengths and development areas to help optimise their job performance.

For the business overall it helps develop a team of skilled, confident and effective managers, leaders and senior professionals. It also supports change by focusing on the skills and behaviours required for peak performance, saves time and money; pinpointing real development needs, and provides a way to ensure that training and development has actually improved performance.

The review is built around a set of performance standards which provide a benchmark against which performance is reviewed by the person themselves, their manager, colleagues, direct reports and any other groups whose feedback would be welcomed. Direct comments are also invited on what the person should, keep doing, do more of and do less of. The feedback shows how people rate someone’s performance and, invaluably what expectations they have of them. (It is not safe to assume that everyone’s expectations are the same as the person themselves, or the same as each other). It is the understanding of people’s expectations and any the differences between their expectations and their perceptions that really shows where the improvement opportunities are. The overall result is that people receive accurate, clear, relevant, credible, specific and actionable information on how to improve; improvement which can be measured by doing a further review against the same criteria at a later date.

For people receiving the feedback it demonstrates to their colleagues that they value feedback, will act on it, and are interested in developing themselves with the aim of achieving excellent performance, all of which helps earn professional and leadership credibility.

The system on-line, easy to use and fully automated to keep administration quick and painless for everyone.

For a free trial, for one individual, using one of our standard questionnaires please click here (please note: link currently unavailable).

Measurable performance improvement over time

Providing 360 degree feedback annually provides a great source of motivation to make the intended improvements. It gives a clear indication of how people have developed. This will reinforce confidence, and help people identify development areas. Where results have not improved it encourages people to redouble those efforts, seek further guidance and support, or to reassess their career choices, and consider options that may be more aligned with their talents and style.

Structured feedback can also dramatically improve the effectiveness of one to one coaching - be this internal coaching with a person’s manager, or executive coaching with an external consultant. Over time this will help create a culture of development and continuous improvement and help the organisation recruit and develop people who can drive the business forward.

Management feedback

The impact of leaders and managers is significant; what they do right and where they go wrong. To manage their own performance, managers need objective feedback and insight to raise awareness of their impact. They need to know what the issues are, where they’re expected to be, and where they are now.

Many managers and leaders come from a specialist technical background and receive little training and development in leadership and management skills. They develop expectations of their own performance that may not be shared with others. They develop a pattern of strengths and weaknesses, and their perception of these is also likely to be different to others. This leaves many managers unnecessarily lacking confidence, insecure and under-performing in some areas, and leaves a few over-confident, misguided and creating unnecessary problems for themselves and others. Structured feedback provides powerful personal insight that helps managers gain comfort confidence (research indicates that over 90% of managers are motivated by structured feedback) and clear direction for development and allows effective targeting of limited and precious development time and money.

Helping managers develop the skills and confidence to succeed with others also has a cascade effect, multiplying the value of the initial investment as the impact of the positive changes they have made is seen in the performance and development of others.

Key technical specialists

Surveys indicate that almost half of UK workers are oblivious to, or refuse to see their weaknesses. This suggests that many of the highly technically skilled people who are integral to the success and smooth running of the business are not fully sensitive to the impact that they are having on the motivation, performance, and morale of the people with whom they must collaborate. This can create unnecessary tensions, misunderstanding and present barriers to effective teamwork across the business, affecting their results and the performance and results of others, and the business overall. It can prevent them and others from reaching the potential that their intellectual or technical gifts suggest that they could. Providing your key people with structured feedback can help them develop a wider perspective and more rounded and balanced approach, in some cases, bringing about a step change in maturity, relationship-management and performance.

Turbo-charging your performance reviews

We design, introduce and implement 360° feedback processes to augment and support performance and development reviews. Our automated and streamlined process allows you to generate detailed and insightful personal and reports which can be used to make performance and development reviews more objective, informed, allowing better targeting of development. The 360° feedback reports can be based upon either our own questionnaires or your organisation's specific criteria or competencies.

What people said

• From the feedback I got a full and accurate assessment of my strengths and weaknesses delivered in a way that gave me reassurance and positive encouragement to improve.
• 360 helped develop self-confidence. I’d never had this kind of feedback before and so hadn’t really know what to do to improve myself.
• The feedback really helped me get a better understanding of what I can change and how
• The development feedback was extremely useful. It helped me see that the person that was holding me back was me.
• It identified some areas of performance that were limiting my effectiveness with others that I wasn’t aware of - or wasn’t willing to admit.
• It helps you see what you are doing right, take confidence from it, and play fully to it. You also get to see if there is anything you are not doing right and fix it.
• Very useful –now less self-critical, and more focused on what I did have to improve.
• The feedback was very informative and actually opened my eyes in realising my strengths and weaknesses in the eyes of others. It was comforting to learn that I was just the same as others.
• This was hugely beneficial in allowing me to see how and why I act in certain ways, and why others react to me in certain ways.
• The feedback was far more useful than I had imagined. It helped me understand how I come across and how this is different to how others see me. It helped me see my own behaviours and their impact on others, and helped me understand others and manage them better.