Welcome to the second section of our onboarding journey. In this part, we will focus on other types of assessments we offer to support your evaluation and development needs.
We will introduce you to the 360-degree evaluation, a tool that provides comprehensive feedback on your people’s skills by gathering input from colleagues, supervisors, and direct reports. Additionally, we will explore psychometric tests, designed to measure your team’s logical and cognitive abilities.
Ready to get started? Let’s begin!
The “360-Degree” assessment model is an advanced method for evaluating employees’ skills and behaviors holistically. It is called “360” because it involves multiple stakeholders. Colleagues, supervisors, clients, and suppliers provide feedback on the individual’s performance, offering a well-rounded view of their competencies.
The 360-degree evaluation process involves using a standardized and well-structured questionnaire. This assessment, administered to participants, is based on a predefined set of organizational behaviors relevant to the workplace context. The questionnaire is completed not only by the individual being assessed but also by various stakeholders with whom the individual has interacted, ensuring a broader and more objective perspective on their performance.
The questionnaire can be customized and adapted to the organization’s specific needs and the individual’s job role. Typically, it includes rating scales for each organizational behavior, asking participants to provide a thoughtful assessment of each. Examples of organizational behaviors evaluated in a 360-degree model include leadership ability, teamwork, problem-solving, effective communication, adaptability to change, work ethic, and time management.
Once all the questionnaires are completed, the results are analyzed and summarized into a detailed feedback report for the assessed individual. This report provides an overview of the evaluations for each organizational behavior, including average scores, maximum and minimum ratings, as well as qualitative comments and suggestions for improvement.
The output of a 360-degree assessment model can be used for a wide range of purposes within the organization. One of the primary objectives is to identify areas for improvement for the assessed individual, providing a solid foundation for developing targeted action plans. Additionally, it can support training and professional development by helping individuals understand where they need to focus their efforts to enhance their performance and achieve organizational goals.