What we do

360 degree appraisal

ETS is an expert in the field of 360 degree appraisal. Our team of business psychologists help develop bespoke 360 programmes for many leading companies including Allianz, PepsiCo and Virgin Atlantic.

ETS also carries out original research on 360 degree feedback, recently conducting a major study of senior HR professionals.

ETS 360 degree appraisals are bespoke. We can develop a totally new programme or adapt your existing system. Our 360 feedback tools can be completed online or offline and can be integrated into our performance management solutions.

There is not a single 'best practice' for 360 degree feedback

Private-sector HR directors from blue-chip companies, representing 2.3m private-sector employees, completed a survey exploring the uses of 360 degree appraisal.

The results challenge three traditional perceptions of the uses of 360 degree feedback, namely that:

  • 360s are not only for development – 22% of companies use 360 degree appraisals.
  • 360s aren’t generally carried out every year – only a minority of companies do this.
  • 360 feedback is typically anonymous, but some organisations use attributed comments.

What is 360 degree feedback?

 

360 degree feedback (or multi-rater feedback) has become an important part of the appraisal and feedback process in major companies.

Typically, 360 degree appraisals include a self assessment, subordinate feedback, peer feedback and manager feedback. It may also include input from external sources such as clients.

Feedback from 360s can be used for development, leadership, values or performance management. Erica Desrosiers from PepsiCo explains how the global drinks giant uses 360 degree feedback in the above video.

Using 360 for appraisal

Traditionally appraisals focus on what has been achieved by an individual, not capturing how employees go about reaching targets. Companies increasingly use 360 degree feedback to assess employees as it recognises the complexity of management and brings together various sources of perspective.

Our latest original HR insight paper – 360 for appraisal – explores how 360 can be used for performance management and offers practical advice on the implementation of 360s. It also features a client case study from RBS explaining how they benefitted from using 360 to assess managers. Click here to download a copy of the paper.

360s as a development tool

The primary use of 360s remains as a development tool. However, many organisations utilise the outputs of 360s for other, more strategic, uses too. These include:

  • Identifying development areas and skills gaps.
  • Finding future leaders.
  • Helping implement culture change programmes following mergers.

360 degree appraisal to change behaviour

Benefits of 360 degree appraisal include improved employee self awareness, improved communication and an open organisational culture. Consequently, 360s can be a powerful driver for business improvement, both at an employee and organisational level.

The key to unlocking the potential of 360 degree appraisals is to design a tailored programme with a specific objective.

Contact ETS today to find out more about 360 degree appraisals.