360 degree feedback via orbitPLUS

orbitPLUS - the quick and easy route to managing 360 degree feedback

360 degree feedback has been defined as “the systematic collection and feedback of performance data on an individual or group derived from a number of the stakeholders on their performance”. In practice this usually means the collection of feedback via electronic questionnaires from managers, peers, direct reports, other internal colleagues and increasingly external customers and contacts, in addition to self assessments.

The success of 360 degree feedback programmes is founded on a number of key attributes:

• organizational readiness - ensuring people are ready to participate in and benefit from feedback;
• flexibility of the instrument - selecting the right competencies or questionnaires and, in the case of some companies, the right language for each business and each employment group;
• accessibility - providing easy, efficient and reliable access to ensure efficient completion;
• briefing and support - to maximise the quality of the feedback provided and its value to the individual.

These findings come from TPMG's ten years experience of supplying intranet and internet based tools to support 360 degree feedback. Our flagship product orbitPLUS is marked out by its flexibility, security, reporting capability and process efficiency. Allied to TPMG's professional advice on such questions as organizational readiness, questionnaire design and system support, our clients have the benefit of a market leading package.

Why undertake 360?

Our own research suggests the main benefits include:

• a fuller and more accurate picture of the individual’s performance "in the round";
• raised self awareness of the individual’s strengths and development opportunities as an essential prelude to training and development activities;
• improved or changed behaviours and performance in the light of the feedback;
• better communication in teams and generally;
• increased recognition, by individuals and the organization generally, of the significance of "relationship" skills - moving towards greater trust and openness;
• contribution to a culture shift, usually prompted by the top team initiating a feedback process for themselves.

Potential pitfalls

But to ensure the 360 process meets its objectives we need to guard against the potential pitfalls:

• individuals and reviewers not being properly prepared to give and receive feedback;
• the feedback instrument not being relevant or valid;
• the organization not having prepared itself to support or follow through on the results of the feedback i.e. a demanding process for no gain, or worse;
• the culture of the organization discouraging honest feedback;
• the administrative burden of the process becoming too heavy.

TPMG's experience and the flexibility of our software help our clients to avoid these pitfalls and to gain the greatest benefits at the least cost.

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360 manager now available: a CD resource kit for managing 360 degree feedback projects. more . . . .