360° feedback

 "Consciousness of any differences between how we see ourselves and how others see us raises consciousness (knowledge) itself, and increased self-awareness is the key to maximum performance in the role of chief executive." J. D. Turnov

  • Do any of your managers have deficiencies in their working habits and you don’t know how best to tell them?
  • Do you want to help your managers identify their development needs?
  • Do you feel a need to measure the behaviour of your managers in key competencies?
  • Do you want to give your employees frank feedback?
  • Is it important for you to get feedback from colleagues, superiors, subordinates, internal customers, eventually from suppliers?


If it is, accept the assistance of our human resources specialists.

How the feedback system works:


zpětná vazba

Area of application:

  • Evaluation of specific behaviour features of individuals in key competencies – alone or in connection with, for example, recent training (it can be measured whether the training has caused a change).
  • It is used mainly for managerial positions.
  • Mapping of the development needs of individual employees.
  • Through this method we do not measure job performance as such but the way in which the evaluated reaches the end result.

Benefits:

From the perspective of the employer (contracting authority)

  • The key competencies that are important to you as an employer and the behaviour features you want to map out and directly improve (you can also build on the existing competence model if company has one) are defined within the project.
  • All assessment questionnaires are tailored to your specific assignment.
  • Implementation of the system via an external contractor provides the maximum possible level of objectivity
  • And an independent perspective.

From the perspective of the assessed

  • Objective feedback – from our experience we can confirm that the evaluators in cooperation with an external contractor evaluation are much more open and more specific in their feedback to the evaluated.
  • Each mature manager takes an advanced 360-degree feedback as an ideal opportunity for personal development.

From the perspective of the assessors

  • Ability to express their perceptions of specific behavioural features of the assessed without fear.
  • High rate of anonymity of respondents.