Leadership and team reviews based on 360 degree feedback
With easyfeedback you get a simple and comfortable tool for assessing executives, team reviews or 1: 1 feedbacks. Strengthen the professional and personal skills of your managers and employees.
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Design your individual feedback process with easyfeedback
easyfeedback gives you the opportunity, depending on your needs, to obtain multi-sided or even one-sided feedback for executives and employees. In 3 steps you get results, optimized for your process.
Fragebogen "360 Grad Feedback" erstellen
After logging in, the questionnaire editor will be available for setting up the questionnaire. Either start from the beginning, or use one of our templates and adapt them to your needs. There are 14 different types of questions to choose from, which you can combine freely.
Corporate Design in die Umfrage übertragen
Teilnehmer (Perspektiven) einladen
Using the integrated list manager, you can easily upload and classify the feedback taker (executives) and feedback providers (managers, peers, suppliers, etc.) into various feedback sessions. It is up to you how many perspectives your executives should be judged and whether they give a self-assessment. The List Manager has a flexible structure and can also use for team assessments or even 1:1 assessments.
360 degree result report
With the comparative presentation of results you create an individual 360 degree feedback report for each executive. In addition, the normal filters are still available to filter the result, e.g. according to locations or departmental areas.
The trust of your employees in a survey must not be abused. Therefore, it is more important that every employee can freely express their opinion. Any participation in easyfeedback surveys is anonymous by default. Decide for yourself how far you want to personalize: location, department, team or complete – it is in your hands.
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Almost everything you need to know about seminar surveys
A 360-degree feedback (also called 360-degree feedback or 360-degree assessment) is a very important and efficient method of personnel development, in which specialists and managers are assessed with regard to their competencies and performance from different perspectives (direct superiors, colleagues, customers, etc.).
But not only the external perception is included in the 360-degree assessment. The self-assessment of the assessed person is also an important aspect of this survey instrument.
The 360-degree survey is designed to uncover strengths, weaknesses and development potential of the assessed specialist and manager by comparing the external and self-assessment.
The resulting 360° profile enables the employer to initiate career advancement measures, such as the further development of previous ones or the acquisition of missing skills and performance.
A 360-degree survey can also be used to check the suitability of a future promotional position or to compare performance and competence with other managers and department heads.
A 360-degree survey is useful when it comes to the professional development of managers. By comparing self-perception and external perception, a comprehensive and realistic profile of the professional skills and performance of the specialist and manager being assessed can be created.
This 360° profile serves as a basis for the discovery of hidden performance potential, changes in personality traits and the acquisition of missing professional competencies.
Several factors play an important role for the success of a 360° feedback.
One of the success factors of the 360° survey is validity. During the creation phase, it should always be questioned whether, on the one hand, the quality of the questionnaire is in line with the desired objective. Do the questions and media used help to achieve the objective of the 360-degree survey?
This is extremely important, as otherwise the acceptance and effectiveness of the 360° survey will suffer. If the questionnaire does not meet the requirements, then no verifiable results can be put into practice and the acceptance of the survey instrument decreases among the participants.
A further success factor of the 360-degree feedback is anonymity. It is important that the assessment of the executive by other persons (external perception) must always be anonymous. Only then will the executive to be assessed and the company receive constructive and honest opinions and answers about his or her person and competencies.
Furthermore, the results and answers resulting from the 360-degree survey should be discussed promptly with the manager in an intensive feedback discussion.
From the discussion itself, potential for change and development can be discovered, goals agreed upon and a subsequent development plan drawn up. When agreeing on goals, you should not only set up personal but also success-oriented key figures. On the one hand, these corporate key figures make an important contribution to the company’s success and on the other hand, if the target is achieved, it can represent a personal sense of achievement for the manager.
The subsequent coaching and behavioral observation form a further success criterion for the 360-degree evaluation. If a competency is to be successfully acquired or developed, this must be ensured by a mentor who is capable of teaching. This is the only way for companies and executives to benefit from the 360-degree feedback development tool.
Since a 360-degree feedback is an assessment from several perspectives, several groups of people are involved in the feedback instrument.
On the one hand the person carrying out or responsible for the 360° survey. This person is responsible for the proper execution of the subsequent evaluation and the final feedback discussion. He or she must have the appropriate qualifications and authority to play an active and competent role in all phases of the 360° survey.
On the other hand, the assessed specialist and manager, who takes on the role of self-perception. This person must be open, honest and capable of criticism and have the will to develop both personally and professionally.
Furthermore, superiors, colleagues, customers and other persons are involved in the 360-degree assessment. They should openly and honestly evaluate the personal as well as professional competencies of the specialist and manager and thus point out the external perception.
With a 360-degree assessment, you give managers the opportunity to undergo a detailed professional evaluation from various perspectives. The comparison of self-perception and the perception of others allows the strengths, weaknesses, potential and talents of the executive to be identified. This identification opens up the opportunity for the assessed employee to develop professionally and character-wise.
A further advantage of the 360-degree survey is the significantly higher acceptance and the more objective view of the overall assessment by the manager. Because several people give their feedback on the person, the subsequent 360-degree profile is much clearer, as it does not depend on a subjective evaluation.
Depending on the number of perspectives, the 360-degree feedback can quickly become a 90°, 180° or 270° feedback.
Whereas in a 360-degree assessment, the opinions of both internal (employees, supervisors, etc.) and external persons (customers, partners, etc.) are used to evaluate the manager’s competencies and performance, with fewer perspectives the external persons are completely excluded from the survey.
Without external perspectives, the 360-degree feedback becomes a 270-degree feedback. This therefore consists of the assessment from the manager’s own point of view, from the point of view of his or her supervisor, his or her own employees and colleagues who are on the same hierarchical level.
If we take out the appraisal perspective of the colleagues, we have transformed the 270-degree feedback into a 180-degree feedback, which consists of the own appraisal of the manager, the supervisor and the own employees.
A 90-degree feedback is created when the opinion of superiors is dispensed with and it is ultimately only a matter of self-assessment and assessment by one’s own employees.
With a 360-degree feedback tool provider like easyfeedback, you can easily create, design and implement a standardized 360-degree questionnaire.
Build up your participant list, personalize your e-mail invitations and evaluate the results with your own filters. Compare the anonymously collected data and create a 360-degree profile from the comparison of self-perception and external perception.
Register for our survey tool for free. Create your own 360-degree questionnaire or use our ready-made template and start the all-round assessment of your specialist and manager.
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Senior User Research
Your are with professionals
- Market leaders of different business areas use easyfeedback
- More than 60 million participant have answered easyfeedback questionnaires
- High customer satisfaction and loyalty over many years