THE DECISIONWISE
360 Degree Feedback Platform
More than 1000 organizations trust DecisionWise to effectively develop and measure their leaders
360 Degree Feedback and Performance Reviews
Develop your leaders, improve team connectivity, and drive organizational productivity.
360 degree feedback assessments that match your organization’s culture
Automated processes for administration with detailed visibility at each step
Individualized reports delivered online and PDF with confidential and anonymized reports
Robust aggregate reporting for visibility into organizational groups and training cohorts
Partner with DecisionWise for 360 Degree Feedback
For over 25 years, DecisionWise has helped organizations, teams, leaders, and individuals create engaging cultures that drive success. Our 360 Platform and Leadership Intelligence Assessments provide unmatched quality in improving the Leader Experience.
Simple and
Efficient 360 Assessments
Begin a certified Leadership Intelligence® 360 Assessment within minutes. Automated processes manage rater selection and rater approval for you. Scheduled email reminders alleviate the follow-up burden of multiple administrations. Multi-language options allow worldwide participation.
Competency Driven Development
The DecisionWise Leadership Intelligence® 360 Assessments use 13 behavior-based capabilities to develop leaders at multiple levels. 360 degree feedback allows participants visibility into the perceptions of multiple groups on their proficiency with those competencies.
Performance Reviews with Action
Measure the outcomes versus the behaviors of specific competencies. Multi-rater feedback can be upward (direct reports to manager) or 360 degree (multiple rater groups). You can use the DecisionWise library of suggested action items and resources or create your own action library.
Organizational Visibility
A comprehensive tagging system allows you to aggregate reviews from participants in countless functional, demographic, training group, time period options. Rank group competencies, identify high potentials or top performers, validate training principles, or evaluate overall leadership health. 360 degree feedback organizational views connect 360’s to other key metrics.
Self-service or full support
The Leadership ExperienceTM Platform can be set up, managed, and maintained without much guidance by the DecisionWise team. For those who need support, A DecisionWise project manager can act as a liaison for your team and run internal programs on your behalf. Our training library simplifies the self-guided learning.
360 Feedback Coaching
94% of leaders who receive a post 360 coaching session and set development goals respond positively to the process vs 34% who did not receive coaching. DecisionWise can provide post 360 coaching to your leaders or train your internal teams to coach through our virtual or in-person train-the-trainer programs.
Leadership ExperienceTM
DecisionWise research indicates that a capable leader is a significant driver of the employee experience. While this seems intuitive, leaders are often left to manage their own development. Leadership is improved as employees develop the skills and behaviors necessary to increase individual performance and build a winning employee experience. To compete for and retain today’s top talent, organizations must focus on building robust leadership competency models. 360 degree feedback built upon your competency models will provide leaders a roadmap for success.
The Employee Experience
The Leadership Experience has a direct impact on the employee experience. An employee’s sense of belonging is a fundamental driver of the employee’s experience. Belonging can lead to a 56% increase in performance, 50% reduction in turnover, and 75% fewer sick days.
Belonging is created by leadership capabilities that reinforce organizational values of fairness, respect, psychological safety, inspiring team members to do their best, and connecting team members to the mission and values of the organization.
MORE ON 360-DEGREE FEEDBACK
What is 360 Degree Feedback?
360 degree feedback is a development process that provides a safe environment for a person to receive candid feedback from peers, supervisors, subordinates, and other individuals with relationships key to his or her success.
What is the History of 360 Degree Feedback?
Perhaps surprisingly, 360 feedback has been in use since 1940, and has evolved to become a very effective management tool in employee development. 360 degree feedback grew out of the use of a training method called “T-groups” or training groups where participants met with their peers who were encouraged to share feedback in an open session facilitated by a trained moderator. 360-degree feedback was a difficult process to administer for early adopters because of the time and effort needed to collect paper forms, collate the data, and produce a summary report. These obstacles were overcome with advances in technology that now allow the entire process to be conducted online increasing confidentiality and greatly speeding up the process. Today, about one third of all companies and 90 percent of of Fortune 500 companies use some type of 360 degree feedback.
How Does the 360 Feedback Process Work?
The survey normally includes between 40-80 questions that measure a series of competencies and behaviors most important to an organization or to an individual’s success. Competencies may include: Communication, Teamwork, Results Orientation, Planning and Organization, etc. Raters are asked to rate the participant on each statement (behavior descriptors) using a Likert scale (5-point or 7-point scales). 360 feedback surveys typically include open-ended questions to collect qualitative feedback. The surveys take between 8-15 minutes to complete depending on length.
What is a 360 Feedback Survey?
The survey normally includes between 40-80 questions that measure a series of competencies and behaviors most important to an organization or to an individual’s success. Competencies may include: Communication, Teamwork, Results Orientation, Planning and Organization, etc. Raters are asked to rate the participant on each statement (behavior descriptors) using a Likert scale (5-point or 7-point scales). 360 feedback surveys typically include open-ended questions to collect qualitative feedback. The surveys take between 8-15 minutes to complete depending on length.
Can I Customize the 360 Degree Feedback Questions?
Yes, DecisionWise can work with you to customize your 360 feedback questions. We map our questions to your leadership competencies, giving you the best survey for your culture. Not interested in customizing, use one of our standard surveys for executive leaders, business leaders, team leaders, or individual contributors.
How Are 360 Degree Feedback Results Shown in a Report?
The results collected from the survey are summarized into an individual report. The scores are separated by the different rater groups (self, manager, peers, direct reports, etc.). Only the self-scores and the results from the participant’s manager are broken out individually. Scores from peers and direct reports are averaged together as separate groups to protect confidentiality. The report normally shows summary results for each competency. The most significant insight is found by comparing self-perceptions to the perceptions of others. An individual is able to clearly see his or her strengths and areas for development. Open-ended comments are randomized and listed verbatim.
What is 360 Degree Feedback Coaching?
When an individual receives his or her feedback report, he or she is typically provided some type of coaching to analyze the report, identify strengths and areas for improvement, and develop an action plans. A 360-degree feedback coaching session is a one-on-one meeting with a trained facilitator that lasts approximately 60-90 minutes. The result of the meeting is the creation of a personal development plan that the participant shares with his or her manager.
DecisionWise research (as well as supporting academic studies) has found that those individuals who receive some type of coaching on their feedback, and set goals for development, experience significantly greater improvement than those who simply participate in the process and receive their reports.
As organizations rely more heavily on teamwork, cooperation, and communication to improve productivity, 360 degree feedback has become an increasingly useful tool.
