Employee Assessment
360 Degree Employee Assessment Software & Tools for HR Professionals
Do you know if your staff is underperforming? Do you know why? Many companies struggle to assess their employees, missing the chance to find actionable insights that can help them today.
Request a DemoDiscover More With 360 Degree Employee Assessment Software
360 degree assessment tools create a better understanding of your staff by gathering information from those who interact with the employee:
- Coworkers
- Superiors
- Subordinates
- and even customers
Instead of using a single opinion from a supervisor or manager, you gather multiple points of view, helping you cover all the angles. Collecting this information in a secure, anonymous fashion eliminates office politics and other issues that get in the way of genuine feedback.
How Does a 360 Degree Assessment Tool Help?
Going full circle gives you the best possible information. Managers are suddenly able to see an employee through their coworkers' eyes. Grapevine helps you:
- Avoid the headaches of creating your own 360 review system
- Save time and money with a simple plug-and-play tool
- Get a measurable ROI through happier, more productive employees
Built for HR Professionals
Grapevine understands the needs of the HR professional. Our 360 degree employee assessment tool assists you in creating, distributing, managing, and evaluating all stages of the process, easily and efficiently. And you can track participation and follow up as needed.
New Insights and Reports
Instead of pen, paper, and spreadsheets that demand a great deal of HR time, Grapevine collects all the data and presents the metrics in a simple, customizable and effective tool. Spend more time acting on information and less time collecting it.
Curious why major international businesses such as Pandora and Thomson Reuters rely on Grapevine Evaluations for their employee assessments? Request a demo or give us a call at 1-866-385-1425.
What is 360 Degree Feedback?
It is a method and tool that provides each employee the opportunity to receive performance feedback from their supervisor and a group of peers, direct reports, coworkers — and even internal or external customers. Most 360 degree feedback tools are also responded to by each individual in a self-assessment.
360 degree feedback allows each individual to understand how their effectiveness as an employee, coworker, or staff member is viewed by others. The most effective 360 degree feedback processes provide feedback based on behaviors that other employees can see.
How Does it Work?
The feedback provides insight about the skills and behaviors desired in the organization to accomplish the mission, vision, and goals and live the values. People chosen as raters — usually choices shared by the organization and employee — generally interact routinely with the person receiving feedback.
The Purpose
The purpose of 360 degree feedback is to assist each individual to understand their strengths and weaknesses, and to contribute insights into aspects of their work needing professional development.
Establishing Company Norms
Every company and industry has its own culture, so norms differ between companies and industries. Benchmarking against norms within the company helps managers evaluate their own performance in comparison to others. Represent only one group of norms — either employees or managers — so recipients aren't immersed in data and can focus on the relevant details.
How to Make 360 Assessment Work for Your Company
There are three steps to using this system: it should fit the organization, it should be psychometrically acceptable, and it should be used with utmost care. Increase employee participation gradually and encourage it. In a team-oriented environment, multiple-source feedback can work progressively — it gives a clear idea about the system to employees and leadership, and helps staff members contribute more constructive ideas.
I've Completed a 360 Evaluation — Now What?
You've used the system to collect survey data from a wide swath of managers, peers and direct reports. The question looms — what's next? The short answer: do something about it. Here are some tips to make the most of your 360 evaluation:
- Stop and digest: identify three or four emergent themes and assign some initial goals for each.
- Identify training opportunities: examine blind spots (areas where the self-rated score is higher than other raters' scores) and patterns across raters and previous reviews.
- Uncover hidden strengths: where others score an employee higher than they score themselves, build confidence through new tasks, guidance and encouragement.
- Evaluate processes: start with a problem to solve, aim for an ideal state, and work backwards to an achievable solution.
- Commit to change: meaningful, lasting change requires a flexible, long-term vision. Focus on improving the average, not the lowest score you find.
The 4 Most Common 360 Feedback Mistakes Raters Make
- Being nice: honest feedback is the best gift you can give someone — if you were in their shoes, wouldn't you want to know where you can improve?
- Bland central: avoid middle-of-the-road ratings for people you don't know well; consider skipping questions you can't answer.
- Shining halo: friendship can put a rosy glow over feedback. Focus on each question individually with specific work-related examples.
- Out for blood: limit harsh feedback to the one or two behaviours that genuinely need to change, and justify ratings with work-related examples.
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