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360-Degree Assessments

The benefits of multi-rater assessments

Have you ever wondered what your colleagues think about you?


A 360-degree or ‘multi-rater’ assessment offers individuals valuable feedback gathered from those around them. This may include the perspectives of their manager, peers, colleagues, and direct reports. This feedback is then combined with the individual’s self-evaluation to produce a more comprehensive perspective.


But what are the benefits of integrating 360-degree assessments into workplace feedback?

 

Increases self-awareness

360-degree assessments are often used for development to help individuals better understand their behaviour. By combining an individual’s perspective with that of their colleagues, you can highlight whether people agree with the individual’s perception of their behaviours and competencies in the workplace. Where there is a high level of agreement, this can help to not only validate an individual’s perceived strengths, but also reaffirm any potential development areas. Further, any disagreement identified between the self-report and raters can help to increase self-awareness by unveiling blind spots that may have been previously overlooked.


For example, tools such as the EQ 360 provide a profile gap analysis showing the areas where an individual has scored themselves higher or lower than the raters. These blind spots offer valuable opportunities for development, as well as highlighting potential strengths previously unbeknownst to the individual.

 

Highlights relationship dynamics within the team

Using 360-degree assessments also provides the unique advantage of observing and better understanding the dynamics of a team. Analysing the patterns and trends of how different rater groups respond can reveal similarities or differences in individuals’ behaviours towards different people in the workplace.


For instance, imagine you are using the HUCAMA Competency Factors assessment, where you find an individual’s manager scores them as less effective at influencing people than their direct reports do. This shows the different dynamics in the team and could help prompt the individual to demonstrate their ability to take charge and influence others more in front of their manager. Equally, how each person relates to one another differently, could help to identify the root cause of any existing team conflicts.

 

Promotes open and honest feedback

Implementing 360-degree tools in the workplace helps foster an open and honest environment for providing feedback as answers are generally anonymised. This anonymity allows raters to freely express their perspectives without fear of repercussions. For example, tools like the Discovery Leadership Profile allow raters to suggest what behaviours the individual should engage in more or less frequently. This is something raters may be hesitant to address face-to-face, especially to those in more senior positions than themselves.


Also, as seen in assessments such as the EQ 360, the use of open-ended questions encourages raters to provide deeper, more detailed feedback. This demonstrates a willingness to receive feedback from others around them, which in turn encourages a culture that is open and receptive to constructive feedback outside of the traditional manager-employee dynamic.

 

 

In sum, integrating 360-degree assessments into the workplace can offer a variety of benefits that enhance both personal and team development.


If you would like to learn more about the assessments mentioned in this blog, please use the following links:


Alternatively, if you would like further information or have any questions please feel free to contact us.

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