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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.
“"AccentHansen has worked with P3 for a number of years - during this time Charlotte and her team have provided us with amazing support often at short notice"”
When you give power to someone, what does that really mean? It’s quite a hard word to explain as it can mean different things to different people. According to the thesaurus power;
Line managers play a very important role in all organisations. They make sure that their teams meet, or exceed, their personal and professional objectives while caring for their health and wellbeing. Day to;
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