Mettl’s assessments have been the biggest filter in our recruitment process. Their platform has helped us reach out to a higher volume our applicant numbers. Mettl constantly keeps innovating on their products and tries to introduce a new aspect to everything.
Times have changed; the information era is here to stay. Employees are more aware than ever today. And to manage knowledgeable workers, organizations, too, must evolve. Performance management and employee development are no longer optional for organizations.
A 360 feedback tool helps gather real-time feedback on job performance from peers, superiors, subordinates, etc., by upholding the respondents’ anonymity. A 360 feedback system comes with a rich, well-integrated dashboard that offers pie charts, reports, line graphs, and bar graphs to parse meaningful insights. The system also has the provision to automate surveys so that one can easily configure surveys just once and they recur at fixed intervals henceforth. The 360-degree feedback system offers various templates that aid in survey creation and provide a high level of confidentiality and personalization.
A 360 feedback tool is a digital platform that simplifies the process of acquiring 360-degree feedback. The 360 feedback system is extensively used in the workplace for gathering an employee’s performance feedback. The process has been instrumental in enabling individuals to identify their strengths and weaknesses. Moreover, it also helps employees delve deeper into their specific aspects of their work requiring professional development.
Most professionals confuse a 360-degree review or appraisal with 360-degree feedback.
The mode of input for both cases can be either quantitative or qualitative, or both. Quantitative input takes into consideration ratings based on certain criteria, such as competency and behavior. For instance, Google assesses employees on various behavioral aspects and categorizes them on a scale of ‘exceeds expectations’ to ‘below expectations.’ While qualitative input includes forming a narrative that may or not be steered in a particular direction. Let’s take the example of Netflix, a leading media services provider and production company that follows a reliable feedback process model every six months where employees give useful feedback to one another on the ‘Stop, Start, Continue’ format.
A structured feedback system, where co-workers (subordinates, peers and managers) provide constructive feedback to employees, is known as a 360-degree feedback system.
The 360-degree feedback system usually employs at least four to eight people to fill the feedback form, where the questions evaluate the employee by covering a landscape of competencies. The employee for whom the feedback is being filled must fill a self-assessment form with the same questions. Once the process is over, the 360-degree feedback software automatically presents the recipients with easily understandable reports with the next steps toward their areas of improvement.
One of the many challenges HRs face when choosing a 360-degree feedback tool is constantly running after people to ensure they’ve completed the feedback survey. However, the best 360 feedback tools can help maximize completion rates with an easy and seamless interface.
It is not an easy task to select a 360-degree feedback tool that suits your organization. You need a solution that integrates seamlessly with your workflow and efficiently manages your performance management process.
Strictly speaking, the 360-degree feedback tool does justice to its name by measuring the employee’s feedback from a 360-degree angle, including all the people connected with him/her.
Mercer | Mettl’s 360View is one of the best 360 feedback tools currently available on the market.
It is a one-stop solution for all your 360-degree feedback needs. It includes:
The assessment tool helps identify the skill gaps of an employee as perceived by other stakeholders.
It is Divided Into 3 Pillars:
Mercer | Mettl identifies and develops key competencies in employees to achieve business goals.
Who to Train?
It helps identify the skill gap for each employee based on the competency levels.
What to Train for?
It helps design a customized training plan based on individual skill gaps and training needs.
Besides, Mercer | Mettl helps you curate the right training program for your organization. It is divided into three parts:
Skill-based: It helps identify employees’ unique skill sets required to succeed in every job role and function.
Behavior-based: It identifies behavioral gaps that need to be worked upon by employees. They are the dominant predictor for most roles.
Future-proofing: It augments the learning agility within the organization by identifying upcoming skills to be developed in the workforce.
The evaluation tool provides you overall employees’ perspectives through a seamless platform, intuitive reports and customizable surveys.
This tool understands behavioral dynamics observed on-the-job and assists in the developmental steps.
Implementing a 360-degree feedback system in organizations is a smart investment and a great business decision.
360-degree feedback works by offering employees the opportunity to view themselves from the perspective of their colleagues and managers. A 360-degree feedback system makes an employee self-aware of their strengths and weaknesses. It allows employees and organizations to plan development interventions. The right 360 feedback tool is important for the success of the exercise.
A 360 assessment tool is used for easy implementation of 360-degree feedback in any organization. A 360 assessment tool is designed to make the 360 feedback process seamless for all stakeholders involved. An ideal 360 assessment tool provides both the platform and content, is mobile-friendly, customizable to an organization’s requirements, guarantees high survey completion rates, and offers insightful and actionable information and reports.
To conduct a 360-degree assessment, you must:
Originally published June 24 2018, Updated February 8 2021
360 degree feedback is a method of collecting anonymous feedback about an employee from multiple sources - manager, peers, subordinates - for appraisals and organizational planning. 360 degree feedback empowers organizations to make better people decisions.