360° Feedback

The Need

Multi-rater feedback (or 360° feedback) encourages the giving and receiving of feedback from a broad range of colleagues. This feedback is collated and discussed in depth to encourage enhanced insight into behaviour. It is effective in helping individuals to gain detailed awareness of their strengths, potential and opportunities for development.

Specific needs include:

• Creating and encouraging an open feedback culture.
  
  
• Establishing a baseline level of skills to provide insight to inform coaching and development interventions.
  
  
• Obtaining broader insights into individual managers, to be used alongside other data, as part of a tailored development programme.
  
  
• (As part of a performance management process, as a subjective addition to any process.)
  
  

The YSC Process

• Like all powerful tools, multi-rater feedback requires careful handling. YSC's Psymmetry division works closely with our client in establishing, first, the areas in which feedback needs to be gathered. Often this is closely aligned to a competence framework, itself related to the core business objectives.
  
  
• Collecting feedback can be administratively complex and time-consuming. Psymmetry minimises this burden - working alongside the client, Psymmetry tailors their processes to suit the client's culture and objectives.
  
  
• The next step is to process and analyse data in a way which preserves confidentiality and anonymity. For this purpose, Psymmetry uses a variety of methods, ranging from collecting verbal comments over the telephone to the use of our web-enabled system which can both distribute and collate the feedback via email.
  
  
• Once feedback is collated into a report, the final step is to review this with an individual in a way which is helpful, challenging and constructive. The result is normally a high-quality action plan constructed by the individual in consultation with YSC.
  
  
• All our feedback processes have text-rich data at their heart. In addition, we are able to aggregate data across an organisation, which can provide sharp insights into collective strengths and weaknesses. These can be the basis of a range of organisation development or training initiatives.
  
  
• We are focused on development. We do this through ensuring that our processes are simple and our technology straight forward. We are fully supportive of your feedback initiative to ensure that the exercise is hassle-free to facilitate the provision of honest feedback to the individual.
  
  

Case Examples

• We are working alongside a leading training and research organisation on providing them with high impact feedback reports for their delegates. Our work varies between bespoke questionnaires based on individual client competencies and generic surveys for their regular open programmes.
  
  
• In one international spirits business, 360° feedback was gathered through a secure internet site. The feedback was collated into a text rich 360° feedback reports, drawing on respondents working in the US and Europe. These feedback reports provided an invaluable input to a high performance coaching programme which focused on encouraging the giving and receiving of feedback to enhance performance within the business.
  
  
• A world renowned teaching hospital introduced 360° feedback to enhance the development of its leaders. As the first phase in the introduction of a new competency framework to the organisation, the feedback reports acted as a vehicle for gathering feedback on each manager as well as encouraging and instilling the competencies throughout the business. Combining ratings and open feedback the feedback reports provided the managers with in-depth awareness of their specific strengths and areas for improvement which fed directly into development planning initiatives.

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