360-degree Feedback

Příběhem

Over the years, various misunderstandings and „wrongs“ have accumulated in June’s team. Those were not talked about but they were not forgotten. Five years ago, Petra left work early and did not tell Monica, who could not manage the workload. Stan complained “upstairs” about Peter. And so it went on and on.

June knew her team is not working properly, but she saw no way out. Experiment with moving Stan among Peter’s supporters did not quite work out. When June asked Monica to forgive Petra, Monica said she is waiting for an apology. Petra refused to apologise over such a petty issue… June had enough.

Using 360-degree feedback was initially intended to assess expert skills of June’s team and customer attitudes to them. However, during the process the consultant came across significant problems in the team and June eagerly agreed with widening the scope of the feedback.

It was no simple survey. Consultants interviewed everyone in the team, people had to evaluate their peers, verbally and than using marks. They had to do the same for themselves. With the results, consultants again talked with every member of the team, emphasised positive approach, opened old grudges. Tensions fell and relations improved.

When one believes someone else hates him it helps to learn the emotion is not as strong. And when he also learns how to change to improve such a relation, one is usually willing to try. And so atmosphere in the team cleared. Petra and Monica or Stan and Peter will never be friends. But now they can speak with each other and work together.

 
  • 360-degree feedback is a system by which a person receives anonymous feedback from superiors, subordinates, peers, clients etc.
  • Aims, methods and form of a 360-degree feedback are determined in an interview with a client.
  • Everyone is unique. We use no ready-made questionnaires and templates. Your individual needs are paramount for our highly qualified team of methodologists, statisticians, assessors and coaches.
  • Whenever possible, we prefer personal, qualitative approach over questionnaires to minimise potential misunderstanding and wrong interpretation on either side. We offer full service and maximum information transfer.
  • We have broad experience and personal capacity to offer high-quality supplementary services – development plans, courses, Development Centres, coaching (prosím o možnost překliku na tyto produkty).
  • You will choose the output – it may be textual, numerical, graphical or any combination You prefer. In any form, it will be valid and easily comprehensible.

Previous Experience

  • We have carried out numerous 360-degree feedbacks aimed at performance, personality or team characteristics.
  • We have successfully completed 360-degree feedback in a team undergoing personnel changes, as well as in a team needing to improve peer and customer relations.
  • Based on our experience, we prefer personal, qualitative approach over questionnaire methods – whenever possible, we try to obtain and give back information in person. Especially when it comes to communicating conclusion to the participants, we recommend intense and sensitive coaching interview led by one of our experienced psychologists. This way we try to avoid misinterpretation of results and to improve acceptance and change to the better among participants.
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