We build a unique 360° system for each client to meet your specific needs and requirements. Below is a description of how your managers will typically interact with our 360° feedback tool:

Self assessment
Typically, 360° feedback starts when an individual performs a self-appraisal of their own performance by completing a survey containing questions that relate to the key aspects of performance required in their job.

With our 360 Insight system, we send your managers an invitation email containing their unique passwords and link to our 360 system along with some simple instructions of how to use it. Our system also allows an administrator from your organisation (e.g. someone from your HR department) to do this. Each manager will then browse to a secure website and enter their password to access the system. They will be prompted to perform a self-appraisal of their performance by completing an online questionnaire.

Inviting others to appraise their performance
The individual will then identify and invite others to assess their performance. Typically, these appraisers will include a combination of the staff they manage; their colleagues or peers; their customers and/or suppliers (if appropriate) and their manager.

The individual enters the name and email addresses of the appraisers and also has the option to amend the default text of the email that goes out to these people with their instructions and access details.

If appraisers do not have an email address or access to the internet, the manager can specify that that respondent needs to complete a paper version and can download a Word document to print and give to them. The completed paper questionnaire can be entered onto the system by us or an administrator at your organisation.

Emails are then automatically sent to each appraiser inviting them to provide feedback for the individual. They login to the system and complete the same questionnaire according to their experience of the individual's performance.

If the appraisers have been asked to provide feedback for more then one person, they will be shown the names of the people that have requested their feedback and can choose which one to do first.

Monitoring progress
Each individual will be able to see who has and hasn't completed the feedback at any time and can send reminder and thank you emails to appraisers from within the system. The individual will also have the ability to edit appraiser details (in case of a mistyped email address for example) and remove appraisers that have not responded and replace them by adding the details of new appraisers.

Feedback reports
Once all of the appraisers have completed their questionnaires, the tool will automatically send an email to the individual manager informing them that their feedback report is available. The email will contain a secure link to a word document that the individual can view, print and save. This report will contain the appraisers' perceptions of the individual's performance expressed in numerical, graphical or narrative form. Feedback can also include:

	Key strengths and areas for development
	Major differences in perceptions between the individual and the appraisers
	Comparisons with past performance - how has the individual's performance changed over time?
	Relative comparisons to other's performance - how does the individual's performance compare to team, divisional or company standards?
	Absolute comparisons of what the individual does now, as opposed to what the appraisers would actually like to see
	A personal development plan template

Click here to open our example 360° feedback report

Understanding the feedback and taking action to improve
Often the report will be accompanied by a verbal feedback discussion with a facilitator (either internal or external), who ensures that the information contained in the report is understood. This becomes particularly important when the individual has received unexpected negative feedback from the appraisers, and they might need help to learn from the information.

Once the feedback has been understood, the individual typically reflects on the feedback, and may also discuss the results with a mentor or line manager, share the feedback with others, and obtain clarification on things which came as a surprise or which are unclear.

Following this, the individual develops a meaningful and practical action plan to improve their performance. This may be done by themselves but typically line managers provide some formal assistance in action planning and identifying development activities.

Programme administration
Our 360 Insight system also has an area for one or more programme managers (perhaps from within your HR department) that have an overview of all of the users and 360° feedback projects in progress and completed. The programme administrator can

	Setup individual managers that want to undertake a 360° feedback (these are known as 'users') and issue them with passwords
	Add, edit and remove users
	Set up appraisers and issue invitations on behalf of users
	Monitor the progress of each 360° feedback - i.e. see which appraisers have and haven't completed the feedback
	Send reminders to appraisers on behalf of users
	Add, edit and remove appraisers
	Enter results onto the system on behalf of appraisers (i.e. in case appraisers complete a paper version of the survey)
	View, print and save feedback reports (if required and appropriate)

Call 0870 742 4810 now to find out more about how People Insight can help you. We would be delighted to discuss our services in more detail.