360 Degree Feedback | 360 Degree Performance Appraisal | 360 Degree Evaluation



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  • Dapinder-Singh

  • This is the first time we undertook a 360 survey for a bigger group that helped our leaders get a comprehensive overview of their strengths and areas of improvement. The open-ended questions were designed in a way that feedback seekers got insights into things they needed to continue doing, things they needed to change, and what they needed to start that would add value to their development. Mercer | Mettl's team was extremely accommodating and had several conversations with us to understand our requirements. We had an outstanding experience.

    Kumudini-Welmillage

    Kumudini Welmillage

    Director- Corporate HR, CBL Group

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  • "It is like going to the best doctors, the best in their field, who diagnose your problem and present an accurate medical history. Then, you are more likely to take their future recommendations seriously. We believe Mercer | Mettl's psychometric assessments are like those top-notch doctors you can have in this space, promising the highest validity and reliability. We need to extend these L&D upgrades to the entire organization. We can also collaborate for ADCs. That can strengthen our development processes."

    Amit-Rai-Tata-Sky

    Amit Rai

    Head-HR, Tata Sky Broadband

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  • "Right now, we are undertaking a 9-Box mapping of the entire organization. And over some time, we will call the people who fit in the top 3 boxes for an assessment development center. At that point of time, depending on the number of participants, we would want Mercer | Mettl to conduct the ACDC for us."

    Anirban-Majumdar-Arohan-Financial

    Anirban Majumdar

    Head-L&D, Arohan Financial Services Ltd

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Select Template & Add Participants

 Choose from our pre-built survey template library where all templates have been prepared by our in-house experts

 Get custom templates made according to the competency framework needed for your unique requirement

 Bulk upload or individually add survey participants for effortless management

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Quickly Review and Launch Your Survey

 Review survey settings and set end date and time

 Easily customise and schedule emails to all participants, set multiple reminders

 Add new participants at any point of time

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Track All Surveys in a Single View

 Account and survey-level dashboards for complete visibility

 Double click on any given survey to see detailed progress

 Send ad-hoc reminders to participants

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Analyze Using Highly Intuitive Feedback Reports

 Key takeaways like hidden strengths, blind spots, strengths & weaknesses highlighted

 Get individual as well as group-level reports 

 Detailed competency-wise analysis  of feedback from all stakeholders

 Powerful customisations at your fingertips at your fingertips

EXPLORE METTL 360 FEEDBACK REPORT

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1.

How does 360 degree feedback work?

360 degree feedback works by gathering ratings from multiple stakeholders associated with the feedback recipient. A set of survey statements/questions are shared among raters to evaluate the candidates on competencies relevant to their job roles/positions. 360 feedback helps measure behavioral skills, interpersonal skills, domain knowledge, and more.

2.

What are the advantages of 360 degree feedback?

360 degree feedback allows a holistic evaluation of performance and potential by involving multiple stakeholders in the review process. Advantages of 360 degree feedback also include:

  1. Removal of biases in assessment

  2. Identification of training needs

  3. Focus on learning and development for the feedback recipient

  4. Overall efficiency in performance management at the workplace

3.

How is 360 Degree Feedback Used?

360 degree feedback is a developmental tool used in holistic professional assessment. It is rolled out in the form of a survey where feedback-givers rate the feedback-seekers. These ratings are based on parameters related to relevant skills, competencies and behaviors. Results from the survey help create insightful reports covering individuals' hidden strengths, developmental areas, blind spots, etc.

4.

What a 360 Feedback Survey Measures?

A 360 feedback survey collects responses from multiple perspectives. It helps measure:

  1. Professional skills and competencies

  2. Behavioral traits necessary to perform in a role

  3. Perceptions about the employee

  4. Subjective areas like leadership qualities, ability to work in a team and communication effectiveness

  5. Performance of the employee in specific work scenarios and roles

5.

What is the purpose of 360-degree feedback?

The purpose of 360 degree feedback is to ensure an all-round evaluation of an individual. The process guarantees this holistic approach by gathering inputs from a variety of sources who are professionally associated with the feedback-seeker. Supervisors, direct reports, peers and external sources like clients participate in such a review. Together, it culminates into an unbiased, 360- degree analysis.

6.

What is a 360-degree feedback process?

The 360 degree feedback process unfolds in three core stages. First, it is designed using a set of competencies and templates relevant to an organization's objectives. The organization then selects a platform to execute the survey and track its progress. Finally, the responses are collected and analyzed. The latter helps formulate extensive developmental plans for the survey-seekers.

7.

Why is 360 feedback important?

A 360 degree feedback is vital when organizations need to adopt a holistic approach for performance review, training needs identification, succession planning, leadership development, etc. The process offers all-round insights by encouraging ratings from several sources including managers, subordinates, colleagues, clients, business associates, etc. It is also important for identifying hidden strengths and blind spots in employee performance and behavior.

8.

What are the disadvantages of 360 degree feedback?

If not conducted in the right way, 360 degree feedback can have a few disadvantages such as:

  1. Raters may be tempted to focus on highlighting negative aspects of the feedback-seeker.

  2. If the workplace environment is unhealthy, the process may garner dishonest reviews.

  3. In some cases, leaders may mistake 360-degree feedback for criticism.

  4. It is a time-consuming process.