Survey Effectiveness Index

Organization Performance

Customer
Loyalty

Organization Performance Model

Customer Loyalty Model

Multi-Rater
Assessment

PDi Followup
Action Planning

Traditional surveys about employee performance tend to be completed by an employee's manager only. This one-sided perspective often leads to reluctance to provide frank comments and a resistance by many employees to see the validity of the information provided by the manager. The 360 degree feedback survey changes all that. This surveying method seeks input from multiple sources, including managers, subordinates, colleagues, and internal business partners or client groups. The results often are surprising and always informative. Because of this multi-faceted approach, each employee receiving feedback hears how he is perceived in the workplace, not just by one manager but also by many people who interact with that employee. The 360 degree feedback process is confidential so participants feel comfortable providing candid input designed to help any employee recognize strengths and implement action plans for improvement. View a sample version at PerformanceDimensions.com to learn more about this innovative approach to performance improvement.

You probably recognize that the 360 degree feedback process is different, but how is it better? There are many advantages to viewing performance from various perspectives. For example, an employee can see how certain actions impact various groups including clients, colleagues, or direct reports. Hearing the perspective of many people within each group helps to validate that group's responses, which usually has a greater impact on the employee who is being reviewed and is a greater incentive to strive for improvement. The 360 degree feedback survey can take marginal managers or employees and help them develop into your organizations' star performers.