Note – We’ve since released an automated, end-to-end workflow specifically for 360 assessments.
CEO of Zenger/Folkman, Jack Zenger, estimates that “More than 85% of all the Fortune 500 companies use the 360 degree feedback process as a cornerstone of their overall leadership development process.” Consultants and Fortune 500 companies alike use 180 or 360 assessments to capture real time feedback for leadership 360’s and enterprise performance management.
The following three best practices can help ensure you get the most value from your assessment:
- Map questions to a framework for better benchmarking
- Automate the 360 workflow with multiple perspectives functionality
- Control report access with role-based permissions
Map questions to a framework for better benchmarking
Does your 360 assessment categorize competencies into several themes? If so, it is a perfect candidate for a data model. Mapping your interview topics to a data model gives you more control over your analytics displays. Data models also allow you to automatically benchmark at the category level, and you can adjust for small changes in individual competencies overtime (and across clients).
For example, the Society for Human Resource Management (SHRM) Competency Model identifies nine competencies for HR professionals, with individual concepts mapped to each competency.
Data models are easy to create in our drag-and-drop data model builder. Individual interview topics link to the data model for automated benchmarking every time your 360 is deployed internally or at a client.
Automate the 360 workflow with multiple perspectives functionality
This summer we released new functionality to automate the 360 assessment workflow. These updates are ideal for scenarios where a participant is asked to assess several people in one engagement. We see this most frequently in enterprise performance management and skills assessments.
If you have a list of participants and who they are assessing, the platform will a single invite to the participant. This invite includes a list of their assessments and instructions to complete. Participants can complete their feedback entries in one sitting or over a period of several days. You can schedule reminders for participants with outstanding responses. Participation is tracked in real-time as individuals complete each assessment.
You can also drive skip logic from segmentation in the user list. We recommend this if some questions in your 360 are role-specific and you don’t want to include screener questions. Please check our blog for more details on how to use this functionality, or reach out to your customer success representative for a demo!
Control report access with role-based permissions
360 assessments are powerful because they can capture specific individual feedback and macro-level insights. Traditional methods of reporting quickly become a complex balance between anonymity concerns and the need to provide individuals and business leaders with relevant insights. As a result, we often see static, one-dimensional reports that lack segment driven insights or benchmarking.
Avoid this trade-off by leveraging role-based permissions. When granting analytics access, specify whether you want an individual to receive full or limited access. You can limit access based on any report or segment.
For example, the sales leader in APAC can view all the interactive reports, but only see results for leaders in their region. Meanwhile, individuals can access detailed reports with their individual scores and comments. Role-based permissions are a great way to keep all your data in one place while retaining control over analytics access.
If you want to learn more or have questions about applying this to your 360 assessments, please contact your customer success specialist or reach out to us at email@example.com.