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Which 360 Tool is Best For YOU?

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Are you using or considering using a 360 tool? With so many options out there, we thought it worthwhile to consider how you might choose the right 360 tool for your organisation.

 A 360 is a multi-rater questionnaire that gathers performance feedback from an individual’s managers, peers, direct reports and/or customers (essentially everyone around them – hence the term ‘360’!). It can improve self-awareness by highlighting inconsistencies between how a person sees themselves at work, and how others see them. An individual’s results are generally presented to them during a confidential one-on-one, development-focused discussion with a consultant or psychologist accredited in that particular 360 tool.

 Because 360 reports present collective feedback from numerous people at different levels of the organisation, they are valuable in offering a holistic picture of performance – as opposed to receiving feedback from just one person, which may be biased or limited to certain contexts. In addition, as feedback is presented anonymously, the individual can gain honest feedback that might otherwise be hard to obtain.

360s can predict performance and provide foundations for development. Common applications include leadership programs, team building, individual coaching, talent identification and development, succession planning, organisational analysis, and performance reviews. For the individual themselves, a 360 can help to clarify their current strengths, as well as specific areas where they can focus their energy to develop further.

 Let’s take a closer look at some of the 360 tools available on the Testgrid platform…

Genos EI 360

The Genos EI 360 is strongly focused on emotional intelligence, measuring how well the individual demonstrates emotionally intelligent behaviours in comparison to others. The report provides raw, benchmarked and ‘gap’ scores for each of the 6 core EI competencies, and behaviours. It presents feedback sequentially by rater group (for instance: managers, then peers, then direct reports) using a ‘traffic-light’ system, followed by a summary chart. There are 2 versions available: Workplace and Leadership (designed for middle to senior-level leaders). Genos also has a 180 EI Leadership Feedback Report available, which is designed for front-line to supervisor development.

Key benefits / points of difference:

  • Raters are able to provide free text comments for every competency assessed, enabling detailed feedback

  • Rater categories can be customised (to suit the vocabulary your organisation is accustomed to)

  • This questionnaire asks raters about the importance of each competency, for that particular role or organisation

Hogan 360

The Hogan 360 is currently used globally and places a strong focus on leadership; consequently, it is particularly valuable for measuring leadership effectiveness. This report summarises top strengths and top opportunities for improvement, and also includes a development-focused action planning section at the back. The Hogan 360 leadership quadrant framework (Self-Management, Relationship Management, Working In The Business, and Working On The Business) is effective and easy to interpret.

Key benefits / points of difference:

  • Global benchmark group of international professionals is updated annually

  • Customisation is available: the client can choose to add their own feedback questions from an item bank

  • Very clear, user-friendly report; is regarded highly by psychologists and consultants delivering debriefs

Saville Wave Performance 360

The Saville Wave Performance 360 aligns with the Wave personality framework, capturing feedback across 4 domains: Solving Problems, Influencing People, Adapting Approaches and Delivering Results. For this reason, individuals familiar with Wave will readily understand the structure of this report. As is the case with the other 360 options, it enables raters to provide both quantitative (ratings/scores) and qualitative (comments) feedback.

 Key benefits / points of difference:

  • 10-minute completion time facilitates a quick turnaround and minimal disruption to the employee’s work day – ideal for when teams are all completing questionnaires on each other

  • Includes an ‘Ability Profile’, which illustrates self and others’ perceptions of the individual’s cognitive abilities

  • Number of reporting options available, including the Development Report and Leadership Impact 360 Report

Other distinctions between the tools are highlighted in the quick comparison table below.

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And finally, our psychologists’ tips for making the most of your 360 process:

  • It is important to ‘set up’ the process properly by explaining the context to participants: for instance, why is the 360 being done, who will see their report, and what will the ramifications of their results be? During debriefs, participants often report being unsure about why they are involved in the process, which can be anxiety-inducing. Transparency is important, given that a 360 can be quite a personal (and sometimes even confronting) process to take part in.

  • After reviewing an individual’s results, recommend that they take the time to read it again in a few days. A 360 report can include a lot of information to digest all at once, and they might gain further insights upon a second read-through.

  • At the end of the debrief, ask the individual to summarise what their most important or meaningful takeaways were, to help them clarify where they can take action.

  • Don’t forget to celebrate the individual’s highlighted strengths; it is human to be drawn to the ‘constructive feedback’ straight away (or to hone in on the negative), but it is important to present holistic, well-rounded feedback.

  • It can be worthwhile to summarise key actions using a framework such as the ‘Start-Stop-Continue’ model. For example: based on the feedback they receive, an individual might decide to start challenging poor performers, stop taking on too much, and continue fostering great rapport within their team.

To talk to us about the best 360 solution for your business, get in touch at success@testgrid.com.