A stellar story of safegaurding integrity for IIMB
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A stellar story of safegaurding integrity for IIMB
There are a number of 360 degree survey tool providers available
in the market. While a majority of organizations are using some
form of feedback to meet their goals, many face troubles either in
implementation, reliability, or validity. It is to be noted that while a 360 degree survey tool checks behavioral aspects of an individual, it also
takes into account other workplace and work related factors, making it
different from behavioral assessments.
How do you do a 360 Feedback Survey?
There is a need for subject matter expert intervention to
smoothen the process for companies. Working under the guidance of
expert psychometricians helps you align your organization’s visions and
goals with that of the feedback’s objective which should be the first
thing on your to-do list. Once your needs are conveyed accurately,
psychometricians wisely craft 360 degree competency frameworks to
suit your organizational needs. Accordingly, the 360 degree feedback questions are designed to get reliable results.
What Should be Included in 360 Degree Feedback?
After thorough research and analysis, Mercer | Mettl’s psychometric
research team has come up with 360 degree survey templates for 8 in-demand job roles which organizations generally require for annual
feedback purpose. The following piece covers an overview of the job
roles accompanied with relevant and effective competency frameworks
to measure employees through a stellar 360 degree survey.
Note: A list of competencies towards the end of the handbook takes you
through prevalent competencies and associated behavioral indicators.
Project managers are responsible for successfully delivering a project and acts as leaders who plan, organize, and lead the team to achieve end results.
Hardly Ever – Rarely – Sometimes – Often – Nearly Always – Always
Sales managers deal with retailers and distributors, run day-to-day operations of sales team, generate revenue and maintain customer relationships in respective geographical area.
Hardly Ever – Rarely – Sometimes – Often – Nearly Always – Always
Senior managers plan, direct, coordinate and monitor the team’s work progress. Aim at maximizing efficiency, productivity, and performance by making sure all operations run smoothly.
Hardly Ever – Rarely – Sometimes – Often – Nearly Always – Always
IT team leads plan, execute and lead a project from start to end as per respective business standards, methodologies, and controls. Encourage and lead team innovation and prepare training module for juniors and client interaction to deliver high quality results.
Hardly Ever – Rarely – Sometimes – Often – Nearly Always – Always
Individual sales contributors assist existing accounts, reach out to new customers and resolve their issues. Achieve designated sales target within delegated time period.
Hardly Ever – Rarely – Sometimes – Often – Nearly Always – Always
Individual IT contributors oversee technical operations, work with top executives to develop strategic plans for future improvements to ensure security, and help the organization stay competitive.
Hardly Ever – Rarely – Sometimes – Often – Nearly Always – Always
HR managers manage overall HR department, design and implement HR policies, evaluate employee relation, and serve as a link between management and staff.
Hardly Ever – Rarely – Sometimes – Often – Nearly Always – Always
Leaders set a clear vision, build morale, and constantly lend support to the workforce. Analyze future trends when making decisions today to solve immediate problems, while also preparing for the future.
Hardly Ever – Rarely – Sometimes – Often – Nearly Always – Always
The ‘Popular Job Roles’ section is followed by a list of top competencies as per market standards on which you can base your 360 degree feedback questions on. The appendix section of the handbook includes 24 competencies that form a part of eight competency frameworks associated with each of the job roles mentioned above. The handbook further explains the competencies along with the behavioral indicators that employees depict at their workplace.
Demonstrating an ability to take responsibility for one’s actions and decisions. Following through on the commitments made, without passing on the blame to others in case of failures.
Takes initiative to resolve issues and persistent in successfully overcome challenges by utilizing available resources.
Working effectively with each other to accomplish common goals.
Imparting accurate information in a timely way and be receptive to other peoples’ opinions.
Probing and gaining insights about the customers’ stated and unstated needs to provide them with the most optimal solution in a timely and efficient manner such that it leads to customer delight and further opportunities to grow and develop the relationship.
Coming up with new ideas and different methods when faced with challenging situations. Applying novel means or repurposing old means to solve complex problems.
Demonstrating an ability to improve performance, support and encourage individuals and teams, so that they give their best.
Building efficient and competent work groups
Challenges self and others to surpass set standards and achieve exemplary results. Closely observes all details and pays attention to quality of deliverables at hand.
Receive, comprehend and convey untampered information by putting across one’s thoughts and ideas clearly and briefly. Active management of communication process by ensuring that information is successfully delivered, received and understood.
Involving key stakeholders in developing organizational vision, setting strategy and fosters self-sufficiency in employees
Behaves in an honest, fair and ethical manner. Consistent in aligning actions with words while maintaining high ethical ground.
Frames a vision, creates strategy after analyzing market trends, delegates work in a way that keeps the team engaged in order to achieve short and long-term business goals.
Ability and urge to continuously learn new skills and apply that learning in new and changing contexts to achieve desired results.
Convincing others of one’s view point and effectively arrive on common ground to accomplish goals and objectives.
Build, maintain and leverage professional networks and personal relationships within and outside the organization as a way of gathering information and resources to ensure individual as well as organizational success.
Being empathetic, respectful and culturally sensitive to make others feel empowered. Build healthy work relationship and lend help to others.
Panache for detailing out the steps required to accomplish one’s objectives. Ability to prioritizing tasks and shuffle between various roles to maximize efficiency.
Following standard procedures, adhering to rules and regulations to ensure compliance and efficiency in the workplace.
The active development, cultivation and maintenance of project- associated relationships.
Determined to stay focused on the quality of each and every deliverable by ensuring consistency and adherence to high standards as well as paying close attention to even the minutest details involved.
Active management of team members, provision of support and encouragement to ensure optimum team productivity.
Actively manage team members to ensure optimum team productivity.
Building an explicit plan for the future, delineating both long and short-term goals clearly. Creating an effective and efficient plan of action to achieve the goals and a supportive environment for its accomplishment.
Mercer | Mettl has a one-stop solution for all your 360 degree evaluation needs. It offers 3 effective tools to evaluate employee’s potential and abilities. They are listed below:
The evaluation tool provides you overall employees’ perspective in the form of a seamless platform, intuitive reports, and customizable surveys.
You can visit the link for more details on Performance Appraisal.
The assessment tool helps in identifying gaps in the behavioral traits of an employee as perceived by other stakeholders.
Mercer | Mettl identifies and develop key competencies in employees to achieve business goals
It helps in identifying the skill gap for each employee based on the competency levels
It helps in designing a customized training plan based on individual skill gaps and training needs
Apart from that Mercer | Mettl helps you in curating the right training program for your organization. It is divided into 3 parts:
Skill-based: It helps in identifying employee’s unique skill sets required to succeed in every job role and function.
Behavior-based: It identifies behavioral gaps that needs to be worked upon employees. They are basically the dominant predictor for most roles.
Future-Proofing: It augments the learning agility within the organization by identifying upcoming skills to develop in the workforce.
For more details on this, visit the link.
This tool understands behavioral dynamics observed on-the-job and improves the developmental steps.
Mercer | Mettl can help you plan Succession Planning in the following way:
Implementing 360 degree feedback system in organizations is a smart investment and a business decision as it promotes self-awareness and creates transparency in communications. The feedback tool creates transparency among the internal team via trust, sharing, and increased clarity towards expected behaviors and goals. A well-crafted 360 degree feedback tool and process can boost the overall team performance.
At Mercer I Mettl, our mission is to enable organizations to build winning teams by making credible people decisions across two key areas: Acquisition and Development. Since our inception in 2009, we have partnered with 2900+ corporates, 31 sector skill councils/government departments, and 15+ educational institutions across 90+ countries.
Mettl was acquired by Mercer in 2018, a global consulting leader in advancing health, wealth, and career, and a subsidiary of Marsh & McLennan Companies (NYSE: MMC), the leading global professional services firm in the areas of risk, strategy and people.
For more information, visit www.mettl.com. Follow Mercer | Mettl on LinkedIn and Twitter @MercerMettl.
Originally published January 10 2020, Updated January 10 2020
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