OPRA provides their client's with one of the world's most comprehensive on-line assessment portals. Please click here to enter OPRA's assessment portal.
JOIN
Join the OPRA community and have access to the latest up-to-date information on best practice psychology. Interested? Click here
CATALOGUE
At OPRA we recognise your time is valuable. Download our Solutions Catalogue.
360 Degree Feedback
One of the ironies of the modern workplace, is that despite technical advancement and sophistication, people do not tend to communicate well face-to-face. The 360-degree feedback approach is an acknowledged way of delivering objective, constructive feedback about someone's performance in an anonymous manner. 360-degree feedback differs from many other forms of feedback, by virtue of its emphasis on multiple sources of information gathering. The intention is that, through open and constructive feedback, participants will be able to uncover relevant information about their strengths and potential areas for development, that they may not have been aware of.
Implementing a 360 Programme
While 360-degree feedback is a highly effective process, it needs to be implemented with care. OPRA will guide you through each step of this process, and, in doing so, ensure that a 360-degree project is well received by end users, and participants of the process. Key points of consideration include:
Providing a point of contact for queries and concerns
Appointing an individual to be responsible for sending, and tracking survey return rates
Ensuring that any non-compliance is followed up
Clearly communicating the purpose of the survey, the intended outcomes, and how the results will be used
Briefing raters as to the criteria they should use when providing feedback
Referring to the process frequently and by a variety of means, so that the 360-degree programme comes to be seen as a norm within the organisation, rather than a "flavour of the month"
Benefits of 360-Degree Feedback
To the 360 ratee:
Self-awareness
Assessment of competence
Confirmation of strengths
Focus for one's own development
To 360 raters:
The opportunity to give feedback
Greater openness in relationships
Improved teamwork
To the organisation:
Improved performance
Better relationships
A culture of feedback
Cost-effective use of development resources
Clear links to individual development plans
Questionnaire Design
To assist in the design process, OPRA has developed a comprehensive library of approximately 500 survey items. These items have been proven across multiple industries, and job groups.
For organisations wishing to develop their own 360 item set, OPRA can provide audit support to ensure that each item adheres to standard, but commonly neglected rules of robust survey design. These include:
Use of simple, single-clause items
Avoidance of repetitive items
Balance between positively and negatively worded items
Avoidance of confusing language such as double negatives and culturally-bound or gender-specific language
360 Survey Pricing
Please contact OPRA to discuss your 360 survey needs, and we will be pleased to provide you with a quote.
