360 Degree Feedback Providers

We are 360 degree feedback providers with over 20 years experience of working with this powerful development process. We offer an exceptional online 360 system and a flexible range of services to suit your needs and budget.

Our clients tell us that they love our online system, our flexibility, value for money and exceptional service. We strongly believe that 360 feedback, when done well, is one of the best development tools available. Our role is to enable you to maximise its value and give your people a great 360 feedback experience.

What is 360 Degree Feedback?

360 degree feedback is a process that enables you to gather feedback about your performance from people that work with you. As the name suggests, this input comes from all directions. Usually, your manager, colleagues and those who work for you complete an online questionnaire. Questionnaires invite ratings and narrative comments to provide detailed information. This is then collated and produced in a report.

In most cases, you are required to complete a self-assessment. It’s very important that feedback is confidential and anonymous. Therefore, it’s usually managed online by a third party partner with a 360 feedback system.

360 degree feedback providers
360 feedback providers

The 360 Degree Feedback Report

​The 360 feedback report, produced at the end, will compare your self-assessment with the views of others. A trained specialist debriefs the report with you. Their role is to help you recognise the strengths and development areas identified.

 After that, you can build an action plan. 360 degree feedback, also known as multi source assessment, is a development tool. It’s one of the best ways to get personalised, accurate information about how others see you at work.

 

“Over the time we have been working with Talent for Growth, they have provided an extremely professional and efficient service in administering 360 degree feedback for us. The 360 feedback tool itself has proved invaluable as part of our leadership programmes, allowing leaders to understand their strength and development competency areas in a clear and constructive format”

Rose Bevan
Learning & Development Manager, Taylor & Francis Group

What are the benefits of 360 degree feedback?

One of the greatest benefits of this process is that it increases self-awareness. It reveals blind spots and enables participants to get clarity about their strengths and development needs. Above all, the report is completely personal to each individual.
 
Individuals who don’t directly manage a team can also benefit from 360 feedback. However, it’s more like 180 degree as there are no direct reports involved. But, it can be particularly useful for those who are aspiring to a management position.
 
Introducing 360 feedback helps to create an open and transparent culture. In other words, it encourages both giving and receiving feedback across the organisation.
 
For best results, the questionnaire must reflect the organisations desired behaviours and values. As a result, people get feedback about what matters most to the organisation. It also provides strong face validity to the process.

Download our eBrochure

Provides more information about our services and approach and previous work with clients.

360 providers

What are the risks of 360 Degree Feedback?

360 degree feedback is one of the most powerful development tools. However, it can also be damaging to individuals if not implemented with care.
 
In the first place, it should always be used for development rather than performance management. Using this process as a tool to review performance is not good practice. Respondents are much less likely to be honest because of possible consequences. Therefore, the process risks being a waste of time, money and effort.
 
Debriefing the report is a vital part of the process. There is a serious risk to the participant and process if this doesn’t go well. For example, if it’s a poor debrief, or there is no debrief at all. In this case, it’s quite possible that the participant is left confused, hurt or even angry by negative scores or comments. Human nature means we tend to focus on the negative at the expense of positive feedback. Therefore, the debrief or coaching is extremely important. It ensures that the participant gets a balanced view of their report.
 
In addition, people need to understand why they are doing 360 degree feedback. They should understand how it will support their development. If this doesn’t happen, engagement is lower and the value reduces.

A complete 360 degree feedback package

​We remove all the hassle and provide a complete 360 feedback service. As a result, you get exactly the experience you want for your organisation. The package includes questionnaire design, briefings and communication materials. These elements get your project off to a flying start.

Afterwards, we provide project management and debrief coaching. This can be face to face or virtual and enables people to understand their reports. In particular, they are energised to make changes as a result. Experienced, trained coaches make a big difference at this stage. Finally, we provide management reports using aggregate data. Prices are based on volume, so please talk to us about your project.

or a flexible 360 degree feedback package

We provide whatever elements of the package you need. In other words, we supplement the expertise and resources you have in-house. For example, we will train you to interpret reports and deliver powerful coaching.

Similarly, some clients ask us to provide coaching to senior leaders and the remainder are debriefed in-house. We always work collaboratively with our clients. So, whatever suits your needs, we’re happy to deliver in partnership with you.

View our case studies from our 360 feedback clients

We are the University’s partner, providing a bespoke questionnaire and coaching to academic and support staff.

Bucks New Uni Case Study

We are the global partner to Taylor & Francis Group, providing a bespoke questionnaire and a full administration service.

Taylor & Francis Case Study

Pin It on Pinterest