Our online 360 degree feedback is customized for your needs. We are trusted by consultants, employers associations, and organizations to deliver and manage 360 degree feedback surveys.

eManaged 360 Degree Multi-Rater Feedback is:

• Developed for your unique business context
• Confidential and anonymous
• Secure
• Basis for Development Action Planning
• Affordable

360-Degree Multi-Rater Feedback is a process that gathers assessments of organizational core competencies and values for an employee. The feedback is solicited from the employee and any combination of the employee's peers, manager (upward), direct reports (downward), internal customers, and external customers.

The Feedback is used for performance evaluation and/or as a development tool.

A key benefit of this feedback is that it allows employees and their manager to see the "complete picture" of how they are perceived by everyone around them, compared to how they see themselves. This allows people to develop their skills with more direction, as often people are not aware of areas that need development.

These assessments are used as a development tool as well as for performance evaluation.

The following words of wisdom come from: Collins, Michelle LeDuff, Ph.D. "The Thin Book of 360 Feedback", Thin Book Publishing Co., 2000

• Because the technique capitalizes on multiple perspectives, the results are considered highly credible and useful performance feedback.
• Managers often overlook that raters also may find the process uncomfortable.
• Some estimate that nearly every Fortune 500 firm is either using or thinking about using 360 Feedback.
• One of the most powerful and revealing aspects of 360 Feedback is the comparison of self-ratings to others' ratings.
• Research shows that peers observe more examples of work behavior across a variety of situations and that their ratings are a better predictor of who will be promoted than any other rating source.
• While direct report and peer raters are very good judges of how work gets accomplished, bosses are typically better raters of what gets accomplished.
• Much of the value of the 360 process comes from exploring multiple perspectives.
• Allow yourself about two weeks to absorb your results before sharing them with others.
• If you put the feedback to use and people see visible changes, they are more likely to provide input in the future.
• Your key strengths are the things that you should continue doing, the things that will have the greatest impact on your success.
• The best learning sometimes takes place on the job, in real-life work situations that stretch us beyond our comfort zone.
• Commit to creating a written Development Plan based on your results.