360 Degree Feedback Assessment

Providing an objective framework for identifying performance gaps, developing self-awareness, confidence and motivation.

360 Degree Feedback Assessment

Providing an objective framework for identifying performance gaps, developing self-awareness, confidence and motivation.

  • Explore the gap between identity and reputation
  • Understand behavioural and technical competencies
  • Dedicate the right amount of effort to managing your high achievers
  • Uncover issues that may be affecting employee performance
  • Open channels of communication for improvement amongst teams
  • Increase self-awareness
 

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How our 360 degree appraisal works

This assessment quickly and easily enables people to gather performance feedback from their managers, colleagues, team members and customers and then compare this feedback with their own perception of their performance.

Get a 360 view of your people

Taking feedback from key colleagues and managers is a powerful way of spotting performance gaps. It also enables you to identify how self-aware your employees are and understand the impact they have on the rest of the organisation.

Develop robust competency frameworks

360 provides your business with an objective framework for identifying performance gaps, developing self-awareness and creating an environment for constructive and honest feedback.

Identity vs. Reputation

This assessment quickly and easily enables people to gather performance feedback from their managers, colleagues, team members and customers and then compare this feedback with their own perception of their performance.

Assessment Information

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

Validation:

Download sample report

By undertaking the Behaviour assessment followed by 360, it notably helped to remove the anxiety around the newfound responsibilities for many of the managers and helped them to realise that we were all in it together.

Julie Pegg, HR Business Partner

Siemens logo large

By undertaking the Behaviour assessment followed by 360, it notably helped to remove the anxiety around the newfound responsibilities for many of the managers and helped them to realise that we were all in it together.

Julie Pegg, HR Business Partner

Siemens logo large
Siemens logo large

By undertaking the Behaviour assessment followed by 360, it notably helped to remove the anxiety around the newfound responsibilities for many of the managers and helped them to realise that we were all in it together.

Julie Pegg, HR Business Partner

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.

360
Thomas International HTPI behavioural assessment

Format

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).

There is also a section which allows the respondents to write comments in free text. The report provides scores from all the respondents as well as highlighting areas of difference between ratings from the participant, this is represented graphically in the report and helps the individual identify areas in which they may have misunderstandings about performance.

Join the thousands of companies using Thomas solutions to bring out the best in your people.

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.