360 Degree Surveys
Improve Management Style, Supervision, Career Development, Manpower Planning. Identify Leadership Training Needs.
360 degree surveys are a tool to evaluate your employees from all viewpoints. It obtains feedback from supervisors, peers, subordinates and optionally from customers, vendors, and other external stakeholders.
NBRI’s 360 degree surveys combine feedback from an employee’s immediate sphere of influence. Each of the following sources provide their perceptions of the employee:
- Subordinates, and
Feedback from external sources, such as customers or vendors, may be included. The 360 degree survey may replace or augment performance reviews for key management personnel.
Why are 360 Degree Surveys Important?
The primary function of 360 degree evaluations is to allow businesses to quickly and accurately evaluate the performance of staff by drawing on the opinions of a wide swath of valued parties, as opposed to only those who work closely with an employee or only those who know him or her tangentially.
Often called full-circle appraisals, multi-rater feedback, or multi-source assessments, 360 degree feedback is a powerful tool for any organization, large or small.
How They Work
A company hires NBRI to develop a questionnaire containing those elements significant to the jobs and job duties of the company. The survey questionnaire is likely to include items such as job knowledge, time management, character, leadership, goal-setting, and interpersonal relationships, among numerous other related characteristics important to the company.
For example, a sample NBRI 360 degree questionnaire may include the following employee evaluations:
- Communicates effectively
- Listens well
- Coaches employees who have skill or competency deficiencies
- Encourages employees to do what is right
- Is ethical
- Is approachable
- Will yield to another’s opinion
- Usually considers other ways of doing things
- Accommodates other styles and approaches
- Is comfortable with uncertainty
- Is trusted with confidential information
How is This Information Applied?
Feedback is gathered from those having contact with the employee, in addition to having the employee complete a self-assessment.
Once the information is gathered and assessed, managers are able to identify strengths and weaknesses, and then chart a path of action for continuous improvement.
At NBRI, we drive home the point that 360 surveys are about building employees and companies up, not tearing them down. The information gleaned from our surveys makes it possible for companies to get the best from their employees, and do so in a way that is open, fair, and ultimately rewarding to everyone involved.
The employee receives an honest assessment of his or her strengths and weaknesses from a pool of unbiased individuals. The company benefits by having accurate information that makes it possible to address the needs of its workforce.
In the end, 360 feedback evaluations are about building your team and helping your company reach its goals in the most efficient way possible.
NBRI is here to help you every step of the way, whether it’s helping the organization understand why such a survey is needed, determining the best way to administer the survey, or analyzing the feedback. We’re an active partner, guiding your organization through process.
Two of the key elements we have clients think through prior to survey deployment include:
- How the feedback will be used
- The need for having a system in place to quickly implement changes based on survey results
When you hire NBRI, you’re hiring more than a company to conduct survey research. You’re hiring a business partner with a sincere interest in the health and success of your company.
Give us a call. We’re confident that you’ll find us a valuable partner capable of fulfilling your survey research needs, and exceeding your expectations.
360 Degree Survey Case Study
A large regional bank contacted NBRI to conduct an Employee 360 Degree Survey as part of its newly implemented performance management system. The survey was introduced as a solution to one of the root causes identified by the recently completed NBRI Employee Satisfaction Survey.
Each employee was asked to rate their peers, subordinates, and supervisors. With a 98% response rate, the results achieved were at a 95% Confidence Level. Management could be certain that the results of the 360 Degree Surveys truly reflected the perceptions of employee performance.
The survey results were incorporated into the employees’ individual performance plans. Working closely with human resources, company managers and employees were able to obtain constructive feedback that enabled them to improve communication skills, increase responsiveness, and understand how they were perceived by others in the workforce.
As a result of how the 360 degree feedback was used, subsequent Employee Satisfaction Survey results showed significant increases in career development, interdepartmental relations, and feedback effectiveness. Also, employee engagement rose by 20%, which positively impacted customer relations and customer intent to return.
The Standard NBRI 360 Degree Survey includes 75 questions covering 15 Topics, requiring 15 to 20 minutes to complete, and is customized to achieve each organization’s specific goals for their study.
Standard 360 Degree Survey Topics
360 Degree Survey Related White Paper
Research is in our blood. It’s who we are. It’s what we do. Our white papers highlight our philosophy on areas of business impacted by survey research.
See for yourself:
360 Degree Feedback - Known as multi-source feedback, multi-rater feedback, multi-source assessment, and the full-circle appraisal, 360 degree feedback has taken hold across America in organizations large and small. In fact, research indicates that over 90% of Fortune 1000 companies use some type of multi-source feedback.
View all Employee Survey White Papers by NBRI.
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Organizational Assessment Surveys
offer accurate identification and measurement of the key drivers of financial performance of a company.
Employee Exit Interviews
obtain valuable feedback from previous employees. They are used to reduce turnover, whether in a demographic, a particular job position, or overall.