360 Leadership Assessment Tools

Unreliable Feedback Can Hurt Your Organization

It’s often the case that the higher one rises in a company, the less reliable feedback one receives. This, in turn, limits the effectiveness of the organization. A 360 leadership assessment can address these issues through a process that involves gathering constructive feedback from the team.

Why Do Leaders Need 360 Assessment Tools?

By initiating a leadership 360-degree feedback assessment, executives will gain a holistic assessment of their leadership skill-set. Doing so can significantly improve a business’ leadership and organizational culture and structure in the following ways:

  • Gain valuable insights – a leader may also share your learnings with the team and/or ask for their help.
  • Build trust and respect – allowing oneself to be vulnerable and valuing others’ feedback helps build a good rapport.
  • Boost workplace morale – the fact the leader strives for continuous improvement inspires others to do the same.

What a Solid 360 Feedback Should Have

When it comes to the procedure of a good 360 feedback, below are some important tips to consider.

  • Focus on strength – leaders are often unaware of their strengths, which they can further cultivate.
  • Provide ongoing feedback – colleagues should also follow-up with their executives for ongoing improvements.
  • Be open to feedback – executives have to develop humility and inner confidence and be able to accept constructive feedback.
  • Tailor questions to help executive – questions that involve perceptions of important leadership competencies, such as inclusiveness and communications, can be tailored to be specifically helpful to the executive.

The Grapevine Advantage

Grapevine has been the number one choice for effective employee evaluations and 360 feedback software for hundreds of companies across North America. Below are four main advantages of our 360 feedback software.

  1. A complete web-based tool – there’s no need to upgrade your computer systems or purchase additional hard drive storage.
  2. Hundreds of questions to choose from – choose from our vast library of questions for instant, ready-made surveys or customize your own.
  3. Designed with the HR user in mind – our tools assist you in creating, distributing, managing, and evaluating all stages of the HR survey process, easily and efficiently.
  4. Simple yet comprehensive reporting – our options range from individualized, concise reporting to more broad and expansive findings.

Learn More About Grapevine 360 Leadership Tools

Curious why major international businesses such as Pandora and Thomson Reuters rely on Grapevine Evaluations for their 360 leadership assessments?

Take a tour, request a demo or give us a call at 1-866-385-1425 to learn more about the solutions available for you and your company.

Increase Leadership Effectiveness


All the participants get a comprehensive feedback review in which the management and leadership competencies are given briefly. In this way, participants get feedback in which their weaknesses and strengths are described perfectly. 


With the help of 360 Degree Employee Evaluation Software surveys, it becomes quite easy to get clear insight about all the processes that are going in an organization. In these surveys, anonymous feedback is delivered to the leaders, senior leaders, their peers and managers of course. Thus, all participants get feedback from the people who participate in their assessment. It is one of the best ways to enhance leadership skills effectively. Also, in this way, leaders can get self evaluation which makes them compare their effectiveness to other leaders, employees, and managers.


360 evaluations make it easy to identify weak or ineffective leaders to help increase their effectiveness.

Without critique, bosses are doomed to keep making the same mistakes repeatedly. 360 employee feedback is the best way to help them identify and resolve those mistakes.


To Employees:


Your boss needs your help to become a leader. Maybe they are fun and engaging, but they sometimes come off as unprofessional. Maybe they’re highly organized, but have trouble motivating you. These are things they need to know.


Your feedback can help mold your boss, just as their feedback is supposed to help guide you.

What is the relationship between a 360 leadership assessment and your boss’ ability to lead? 


Let’s explore how a 360 assessments can determine whether they are a true leader or just a boss.


It gives subordinates an opportunity to be honest about a manager’s performance


Even when discussing negative traits, subordinates can be sparing for fear of repercussion. 360 leadership assessment encourages absolute honesty by keeping responses confidential. This allows people to show you whether subordinates consider someone to be a leader or a boss.

The results of your 360 leadership assessment and your boss’ reaction to it will speak volumes about their ability to lead


No 360 leadership assessment contains only pats on the back for “perfect” managers (if yours is, then you must reassess your execution). 


360 leadership assessments should flesh out weaknesses in someone’s performance. That being said, it is your manager’s reaction that matters most.


Regardless of how positive or negative the results are, one of the following three things will happen:


1. They become offended at the negative responses, and possibly seek out responders for retaliation.


2. They dismiss responses as invalid, and continue managing as they always have.


3. They accept the criticism as an opportunity to improve their performance, and adopt strategies that mitigate the weaknesses identified in the 360 leadership assessment.


Someone who has a boss (and not a leader) mentality will have reaction one or two. A true leader will have reaction number three.


You can combine a 360 leadership assessment and your boss’ potential to lead to make them a leader


Nobody is perfect. If a manager at your company reacts to 360 leadership assessments as a boss instead of a leader, it could be because this is the only managerial style they know. 


Even a weak manager can be converted into a leader is you take the following steps during your 360 leadership assessment:


Get the manager to buy in before the assessment begins


It is important that the manager understands that a 360 leadership assessment is neither a punishment nor an opportunity to be pat on the back. 


This preparation is key, because as a business leader recently said on a Stack Exchange Workplace forum , “Because he will now know what’s coming…rather than going on the defensive, is more likely to understand and work with you.”


Help the manager plan a path for success


As Talent Management Magazine said in a recent article, “The true value of 360-degree feedback programs rests on the ability of managers to act on the feedback they’ve received.” You can ensure that managers don’t get back to “business as usual” after the assessment by giving them the tools they need to improve.

A highly planned and properly communicated process definitely helps in strengthening and improving team interactions and motivates collaboration. 


The feedback received from a 360 degree evaluation is a perfect gift for you which helps you to find out your weaknesses and strengths and to improve yourself to be a better and efficient leader.


The 360 degree evaluation is usually re-administered after every nine or twelve months so that the changes can be compared and evaluated by employing the same method. When it comes to a 360 degree evaluation it requires a confident and strong leader who is willing to move ahead with a feedback that may or may not be very encouraging and positive and can do something to improve his or her performance. 


The results for the company or an organization is the respect which a person earns makes it a worthwhile effort. If you aspire to become an efficient and better leader and want to improve your performance in your organization, you should definitely consider going for a 360 degree evaluation and you will be amazed to see the results.

Why Choose Multi-Rater Feedback?

You will experience more success with multi-rater feedback (a core pillar of 360 degree assessment), when the results do not impact the compensation of the person receiving feedback. If you require the feedback to impact the compensation, you set up several possible scenarios.



People may be unwilling to give accurate feedback because they are concerned about the impact the feedback will have on raises. In a negative environment, people might collude to assure the individual receiving feedback is ineligible for a raise.


Even if the feedback outcomes are not supposed to influence appraisals, raises, and promotions, employees believe that they do.


360 leadership evaluations outline criteria for the evaluator to give transparent feedback without the fear of penalized compensation.

Become A Better Leader And Boss

The advancement of technology in recent years has dramatically changed the way we operate in the business world, and HR is just one of the many facets that have been affected.  HR managers are now able to turn to technology to better deal with an increasing deluge of job applicants, as well as managing employees’ data and records under one big technology umbrella.


The findings from a 360 employee feedback evaluation does more than give employees a chance to complain about a bad boss—it empowers them to make a better one.

 

Feedback about a boss is invaluable, not just in helping them manage a team. It will help every single person who works under them for the rest of their career.

 

360 leadership assessments can help bosses identify bad habits, like:

• A Lack of Motivating: Maybe their motivation methods don’t reach you, or maybe they’re just not great at it. Either way, this is the most important thing to flag for a leader.

• Playing Favorites: This is a very common complaint of bosses. Whether or not it is true, the mere perception that the boss is playing favorites can poison a team. 

• Not Giving You Tools to Succeed: This is another common complaint. If you’re not being given everything you need to thrive, this is something your boss should address and remedy when possible.

• Unprofessionalism: How professional a manager is coming across to their employees isn’t always obvious to them. However, 360 employee feedback can let them know how they’re perceived. 

Better Understand Your Employees

In today’s uncertain economic climate, retaining, attracting and engaging customers has taken on paramount importance. To that end, companies have spent an enormous amount of time and money trying to learn as much as they can about their clients.

What Can You Do?

Your company doesn’t have to harbor disengaged employees. Firing them isn’t necessarily the answer, though.


You can transform disengaged employees into workers who genuinely want to come to the office every day. All it takes is listening to them and learning what they want from their bosses and their jobs. Employee evaluations can be an excellent time to do just that. Don’t ignore their comments, though – not implementing employee feedback leads to disengagement.

Allow the Employee to Own the 360 Degree Employee Evaluation Software Feedback Data

To counter these employee concerns, consider that people overwhelmingly prefer that the individual owns the data from the 360 degree feedback. In this scenario, the individual shares the information with the supervisor as she chooses. The supervisor and other members of the organization have no access to the data.

 

When the organization owns the data and the supervisor has access to the information, too often the feedback becomes directly or inadvertently, part of the individual’s appraisal. This negates the developmental goals of the process. Few individuals will openly discuss the aspects of their work needing improvement when they believe the information will become part of an appraisal impacting compensation.


Giving and Receiving Feedback is an Ongoing Process

There are fixed and applied stages in this process which are applicable to any business, feedback is no different. Having regular opportunity for evaluation helps define work and expectations. Evaluations should be done at least once a year to be effective.

Core Purpose for Management Feedback

The 360 feedback system measures competencies and behaviors and addresses special skills like listening, goal setting and planning. 360 degrees feedback is one of the effective development tools and through this the employer can get exact feedback from employee in which he or she feels uncomfortable. It also provides a clear insight to employees about how other co workers perceive them. It not only helps in improving their behaviors but also help in enhancing their skills so that they can perform well in an organization.


Apart from all, 360 degree feedback can prove to be very advantageous to measure employee’s performance by using it as a performance appraisal tool. In this, the competencies and behavior are usually monitored by the employer based on job requirements, basic skills, or performance objectives