perview 360° Feedback
With the increasing focus on performance, 360° feedbacks are commonly used. 360° feedback is all about receiving feedback from different people / groups – it’s a response to one person from pretty much all directions. This feedback is primarily assessing professional and personal competencies through superiors, colleagues, customers, and possibly other relevant persons, and the assessed employee itself.
The feedback recipient receives a multidimensional perspective on their own performance as well as their perceived behavior and potential. This is the basis for the development of employees. By aligning self with external assessments, personal improvement potentials can be actively supported. The profile comparison across all sectors or target groups, such as, for example, executives, sales and service, is allowing you to apply target oriented measures for further progress.
Benefits
Introduce profile / role management
- Define clear roles / profiles for your people.
- Use individual and flexible scorecards.
- Develop best practice profiles.
- Define a configurable feedback processes.
- Prioritise selected elements and criteria of the feedback process.
- Make assessments as objective as possible by involving different groups of people within the feedback process.
Reduce cost of personnel
- Discover the untapped potential and weaknesses of your people and lead them in a structured goal orientated self improvement program.
- Identify your peoples’ hidden talents.
- Operate knowledge management by letting your employees learn from each other.
- Use versatile research tools to enable better analysis.
Optimise Decision-making
- Identify potentials and weaknesses of leaders, groups, departments, etc. and compare them throughout your enterprise.