360 ° surveys
360° surveys

Make it Simple Consulting® allows you to set up a tailor-made tool to provide feedback for all your key employees (members of COMEX, Directors, Senior or first-level managers, Project Manager or even Talents in Development).

In an environment undergoing rapid, constant transformation, 360 ° surveys must be able to adapt to the urgency of your issues, the transformation of your culture and the roles and responsibilities of your employees.
From your internal referential and the vision of your leaders, we create your 360 °.
Depending on your needs, we translate the expected skills into observable behaviors.

We can also use pre-defined 360° developed by Make it Simple Consulting® for “Managerial Effectiveness”, “Agile Leadership” and “Leadership Excellence” 

Why a 360 ° Feedback?
This method allows the individual assessed, as well as their manager if applicable, to perceive the impact of their posture, behaviors, skills and ability to manage their activity on their professional environment. As the assessors come from a variety of backgrounds, the assessment is relatively reliable and objective. It is therefore more of a method of personal development rather than an evaluation in the strict sense of the term. 

The advantages of a 360 ° assessment:
• A cross-sectional look at different questions which allows employees to take a relatively objective point on their posture and correct their trajectory;
• A concrete frame of reference for better self-knowledge, offering avenues for optimal personal development;
• Define an optimal action plan following the restitution of results: confirm - or not - certain training and / or coaching needs or, on the contrary, reveal certain "gaps" or even bring out new talents;
• Unlike the annual interview, a 360° assessment is not face-to-face, but based on anonymous questionnaires, which removes any tensions and / or other jealousies or scores settling between colleagues.

What can we evaluate?
The elements that are evaluated are defined in a personalized way, according to the culture of the company, the sector of activity, the number of assessors, the position, and the challenges of the evaluation.

Four main areas of study are generally assessed:
• Managerial skills: adaptive, fair and equitable management, change and / or conflict management, effective communication, fostering unity, engaging and empowering its teams, rewarding and recognizing employees.
• Management of the activity: decision-making, anticipation of difficulties, delegation, understanding of the challenges.
• Behaviors: ability to express emotions and feelings, quality of relationships with others, flexibility, availability, impactful communication, alignment with company values and with own values.
• Skills: Leadership, taking a step back, the ability to influence, convince, manage conflicts, develop collaboration, creativity and facilitate innovation, agility.
The impact of Feedback on Personal and Professional Development:
Effectively communicated, feedback has many advantages for the employee, for the manager and for the company.

For the employee who receives the feedback, this allows him / her to:

• Better understand the impact of his / her actions on himself / herself, on others or on the organization.
• To feel considered or recognized in what he / she does and to perceive through the feedback the interest which is carried to him / her.
• Take advantage of the information provided to acquire a better knowledge of what others perceive and know about himself / herself (he / she can thus reduce his / her “blind spot” in reference to the Johari window).
• Give himself / herself the opportunity to maintain his / her performance, to progress and if necessary, adjust your contribution to the work of the team.

For the person giving feedback, this allows him / her to:

• Make sure that the employee has understood what is expected of him / her in terms of quality, quantity, behavior, result, ...
• Show the employee that we are interested in him / her, in his / her work, in his / her professional development.
• Avoid a later more directive reframing or even a situation that could degenerate for lack of responsiveness on his / her part.
• Maintain the quality of the relationship with the employee as long as possible.

For the company, the regular practice of feedback at all levels makes it possible to:

• Optimize individual and collective performance.
• Ensure proper understanding and sharing of objectives, projects, vision, ...
• Develop responsiveness to adjust when necessary.
• Contribute to the quality and the effectiveness of the communication and interpersonal relationships.

All of this contributes to strengthening interpersonal communication, collective intelligence and the performance of relationships that have a direct impact on collaboration, innovation and the economic performance of the company.
Return
Share by: