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360 degree feedback, is a performance appraisal method that gathers feedback on an individual from a number of sources. This gives managers and individuals better information about skills and performance, as well as working relationships, compared with more traditional appraisal arrangements based just on line managers’ assessments.
The rationale for gathering 360 degree feedback is that managers may not fully understand the contribution of the people they manage, as they may be part of many different teams and engage in autonomous or semi-autonomous relationships with customers or colleagues. There is therefore a strong argument for obtaining wide-ranging information to form an accurate picture of performance.
The 360 degree questionnaire usually consists of a number of statements clustered against the competencies that the review intends to measure. Using a specific online assessment tool for this exercise, we set up, manage and distribute it confidentially, quickly and cost effectively.
“"We have worked with P3 for over 3 years and have found the service we have been given to be invaluable. As a growing organisation, the HR element was taking up more and more of the Board's time. HR are always present at our Board meetings and the time we have saved ourselves allowing this key business function to run smoothly, efficiently and as it should do has paid huge dividends for our growth and our staff retention. Our people and culture have not looked back since we made this decision. "”
In the Autumn Budget 2018 it was announced that the off-payroll rules in the public sector will be extended to the private sector as well; the reform is set for 2020: “The government;
Could our culture of presenteeism be preventing more companies exploring the benefits of agile working? What is presenteeism? This is the term used when employees feel that they need to be present at their;
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