Through Zondera’s 360 Feedback you get a solid basis for development within the organization. The tool gives a broad picture, with strong aspects and areas of development and gaps between different perspectives.
This is a powerful tool to raise self-awareness and start focusing on the behaviors that have the best effects.
Together we use the results to develop your organization!
360-degree feedback is a method for evaluating competencies and behaviors by gathering input from multiple sources within (and sometimes outside) an organization. Feedback typically comes from managers, peers, direct reports, external partners and includes a self-assessment. The goal is to provide a more comprehensive view of an individual’s performance, leadership, behaviors, and development areas. The method is commonly used in leadership development, performance reviews, talent programs, and professional growth initiatives.
• Comprehensive perspective – Collecting feedback from various roles offers a more nuanced and objective picture than traditional one-way evaluations.
• Increased self-awareness – Comparing self-assessment with others’ perceptions highlights blind spots and strengths.
• Promotes accountability – Encourages individuals to take responsibility for their own growth and actions.
• Fosters a feedback culture – Helps normalize feedback as a regular and valuable part of workplace communication.
• Supports leadership development – A powerful tool for helping leaders understand how their leadership style is perceived.
• Clear purpose and communication - Everyone involved must understand that the feedback is for development purposes, not for judgment or punishment.
• Anonymity - To ensure honest responses and feedback, especially from peers and subordinates, should be collected anonymously.
• Relevant questions - The feedback should be based on well-designed, relevant, and concrete questions, ideally linked to company values or a competency framework.
• Professional follow-up - Results should be discussed in a structured feedback session, ideally with support from HR or a coach, to interpret the results and plan next steps.
• Consistency over time - One-off feedback has limited impact. The best results come when 360-degree feedback is integrated into long-term development strategies.
Managers and employees in need of development.
There is a need to give feedback to participants based on a number of dimensions.
Culture, Communication, Professionalism, Competence & Characteristics, Employeeship
Provide increased insight into the individual performance, but also a summary of the participants' abilities, in relation to other employees.
Create an image of how the participant is perceived in the organization and provide a basis for individual development.
Managers and HR gets:
Every employee gets:
Zondera always deliver 360 Feedback together with either consulting support and/or training in 360 Feedback.
360 Feedback with Zondera's consultant
If you want more power in the process, we offer consulting support in the review of the report. The individual employee is helped to interpret the report and lay the foundation for a personal action plan. Together with the employee, a plan is created for continued development in priority areas.
Course on 360 Feedback
Zondera's organizational consultants train people to provide feedback (approx. 3 hours). In the course we go through the report and methodology for feedback. We also reflect on different situations that can arise in a sharp situation.
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(Only available in Swedish at the moment)
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