360 Degree Feedback Assessment
Providing an objective framework for identifying performance gaps, developing self-awareness, confidence and motivation.
Assessment type: 360 Degree Appraisal
Format: A blend of rating scales and free-text response options
Availability: 25+ languages
Time to complete: Dependent on the number of competencies measured
Training required: No training required
Background & Theory
The Thomas 360 Bespoke system was developed by Sarah Hamilton-Gill and Thomas International in 2012.
The 360 Elite system concept was developed by Sarah Hamilton-Gill over 15 years prior to this as a means to make paper-based 360 programmes more efficient.
360 degree feedback provides individuals with a better understanding of their performance because the respondents provide a rounded '360 degree' perspective on the individual’s competencies, helping reduce an individual's biases. The respondent's feedback remains confidential and anonymous throughout the process and allows them to answer more freely in an open and honest way.
The Thomas 360 Bespoke allows you to choose the areas required for your business, either by selecting from the eight questionnaire templates or selecting from the bank of 31 competencies.
Select a template or choose the competencies to create the framework for your 360. Respondents rate the individual’s performance on each competency on a scale of 1-7 (1 indicating that the individual needs development and 7 indicating the individual is exceptional).
Frequently Asked Questions
What is a 360 degree feedback assessment?
360 degree feedback, sometimes known as self-awareness or competency assessments, is where an individual receives confidential and anonymous feedback from colleagues with whom they have varying working relationships. This can include managers, colleagues, team members and customers.
The idea is that they receive as well-rounded view as possible of their strengths and weaknesses from a range of stakeholders.
The Thomas 360 Bespoke system enables your employees to gather performance feedback from their colleagues quickly and compare this feedback with their own perception of their performance.
What are the benefits of a 360 degree appraisal?
360 degree appraisals make recipients aware of how others perceive them, enabling them to adjust their behaviours or develop their skills accordingly.
For their colleagues, it allows them to give anonymous feedback that they may not feel comfortable giving in another format (for example, face-to-face).
When to use 360 degree feedback in the workplace
360 degree feedback can be used to manage employee performance and development as well as a tool for managing change.
For example, it can be used to develop leaders or improve individual performance; introduce new ways of thinking and behaving in order to change the culture of a business; or to improve the appraisal process to better support employees.
The Thomas 360 Bespoke system allows your business to focus on the areas most relevant to you by selecting from eight questionnaire templates or a bank of 31 competencies.