360 Degree Feedback Surveys

Improve Management Style, Supervision, Career Development, Manpower Planning. Identify Leadership Training Needs.

360 Degree Feedback Surveys

360 degree feedback 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 feedback surveys combine feedback from an employee’s immediate sphere of influence. Each of the following sources provide their perceptions of the employee:

  • Supervisor(s)
  • Peers
  • Subordinates, and
  • Self-evaluation

Feedback from external sources, such as customers or vendors, may be included. The 360 degree research may replace or augment performance reviews for key management personnel.

Why are 360 Degree Feedback Surveys Important?

The primary function of 360 degree feedback 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 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 degree feedback surveys are about building employees and companies up, not tearing them down. The information gleaned from the feedback 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 degree 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 research 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 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 business research needs, and exceeding your expectations.

360 Degree Feedback Survey Case Study

A large regional bank contacted NBRI to conduct an Employee 360 Degree Feedback 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 research 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 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 Feedback 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

  • Developing People
  • Flexibility
  • Fostering Relationships
  • Handling Ambiguity
  • Integrity
  • Interpersonal Skills
  • Leading Change
  • Learning Agility
  • Managing Conflict
  • Managing Performance
  • Organization Skills
  • Planning
  • Results Driven Performance
  • Strategic Agility
  • Vision

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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Working with our NBRI project manager is definitely rewarding. She’s professional and extremely helpful. It makes a big difference when we do business with organizations that place an emphasis on good customer service; customer service is at the heart of any company’s success. And when it’s accompanied with NBRI’s quality work and professionalism, it makes business transactions much more successful.

Nina Ghandour
ITT Exelis Mission Systems

Our project manager is extremely patient and concerned with client satisfaction.

Michael Bailey
Sterling Jewelers

What do you like most about NBRI? The relationship with the NBRI team.

Adrienne Vischio
The Children’s Place

We’d love to add your name to this list. It’s as easy as picking up the phone and giving us a call.

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Employee Attitude Surveys

Provide a way to improve productivity and commitment by identifying the root causes of workplace attitudes.

Employee Engagement Surveys

Measure the extent to which employees are passionate about their work and emotionally committed to their coworkers and company.

Employee NPS Surveys

Deliver a steady stream of data about employees' attitudes toward their organization.

Employee Opinion Surveys

Can be morale-boosting for those who may not have many other opportunities to express their views confidentially.

Employee Satisfaction Surveys

Allow for increased productivity, job satisfaction, and loyalty by identifying the root causes of employee satisfaction and targeting these areas.

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.