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360 Degree Survey

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Surveys and Assessments for 360 Degree Survey

When done properly, 360 is highly effective as a development tool. Managers and leaders within organizations use 360 feedback surveys to get a better understanding of their strengths and weaknesses. The 360 feedback system automatically tabulates the results and presents them in a format that helps the feedback recipient create a development plan. Individual responses are always combined with responses from other people in the same rater category. 360 Feedback for non-managers is useful to help people be more effective in their current roles, and also to help them understand what areas they should focus on if they want to move into a management role.

Need for these surveys arise when it is observed that employees

  • Do not feel connected to the organization
  • Lack sense of ownership and responsibility towards the given job
  • Lack of acceptance towards initiatives taken by the management
  • Depict trust issues
  • Have higher attrition rate
  • Depict lack of acceptance towards initiatives taken by the management

These surveys help you identify

  • Key drivers of your employee engagement
  • Factors because of which employees get demotivated
  • Best practices within departments and cross-functional teams
  • Extent of role clarity among employees
  • Genuine feedback for the management, systems and processes
  • Impact of current programs, policies and procedures on employees

Post assessment data analysis help you

  • Set benchmarks across departments and levels
  • Create yearly engagement plans
  • Promote key drivers of employee engagements
  • Resolve issues which demotivate and disconnect employees
  • Take areas of opportunities from employee’s feedback and develop an improvement plan on it.

End benefit

  • Higher acceptability and ownership factor among employees
  • Higher trust among employees at different levels
  • Transparency and better communication at all levels
  • Lower attrition rate
  • Less efforts in setting and sharing expectations
  • An opportunity for an organization to strengthen its systems and procedures
  • Reflection on the current status of organization’s internal health

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