360 Degree Feedback Process And Survey Agency In Springville, UT

DecisionWise was formally founded in 1996, yet our consulting and assessment roots extend well beyond that date. Back in 1992, our founding partners began pioneering innovative applications of survey feedback to bring about personal and organizational change. These innovations serve as the basis for our ability to turn feedback into results today.

Today, DecisionWise is globally recognized for our ability to turn feedback and measurement into performance results. DecisionWise is currently headquartered in Springville, Utah, with consultants and clients across the world. We provide talent management solutions to organizations in over 70 countries and conduct assessments in over 30 languages. Our Leadership Intelligence process continues to help organizations and leaders at all levels and in a variety of industries.

360 feedback is a development process that provides a safe environment for a person to receive candid feedback from peers, supervisors, subordinates, and other individuals with relationships key to his or her success.

What is the History of 360-degree Feedback?

Perhaps surprisingly, 360 feedback has been in use since 1940, and has evolved to become a very effective management tool in employee development. 360 feedback grew out of the use of a training method called “T-groups” or training groups where participants met with their peers who were encouraged to share feedback in an open session facilitated by a trained moderator.

360-degree feedback was a difficult process to administer for early adopters because of the time and effort needed to collect paper forms, collate the data, and produce a summary report. These obstacles were overcome with advances in technology that now allow the entire process to be conducted online increasing confidentiality and greatly speeding up the process. Today, about one third of all companies and 90 percent of of Fortune 500 companies use some type of 360 degree feedback process.

How Does the Process Work?

The term “360” refers to the degrees of a circle, with an individual figuratively in the center of the circle. Feedback about a person’s behaviors and performance is provided by subordinates, peers, and supervisors. 360-degree feedback also includes a self-assessment and, in some cases, feedback from external sources, such as customers and suppliers or other interested stakeholders. Most participants will receive feedback from a total of eight to 15 people. Raters should only be those that have a close working relationship with the participant.

What is a 360 Feedback Survey?

The survey normally includes between 40-80 questions that measure a series of competencies and behaviors most important to an organization or to an individual’s success. Competencies may include: Communication, Teamwork, Results Orientation, Planning and Organization, etc. Raters are asked to rate the participant on each statement (behavior descriptors) using a Likert scale (5-point or 7-point scales). 360 feedback surveys typically include a few open-ended questions to collect qualitative feedback. The surveys take between 8-15 minutes to complete depending on length.

Leaders need this kind of feedback

DecisionWise Leadership Intelligence 360 Surveys measure 12 leadership competencies and 13 derailer behaviors to provide individuals a robust view of their performance in the eyes of others.

Which version fits best?

We have a variety of 360 survey versions that have been tested and validated to collect relevant and actionable feedback for:

• Executive Leaders
• Business Leaders
• Team Leaders
• Individual Contributors
• Sales Professionals
• Healthcare Leaders
• Physicians

Measure the most important leadership competencies

Business Acumen Decision Making Planning & Organization Team work & Collaboration Customer Focus Innovation & Creativity Results Orientation Leading Others Integrity & Trust Managing Change Communication Performance Management.

Customized 360 Degree Feedback Surveys

You work with an assessment consultant to customize a 360 degree feedback survey to align with your existing leadership competencies. Our questions have been statistically validated and provide reliable and actionable feedback for assessing leadership competency and behavior. We can also load an existing survey and run the entire process for you.

Employee Engagement Survey & 360 Feedback Experts in Springville, UT

For 34 years, Inc. has welcomed the fastest-growing companies in America into a very exclusive club. On average, the companies on the list have grown almost sixfold over the past three years. We celebrate 150% growth over the past three years. With the recent growth and success of DecisionWise, CEO Tracy Maylett stated, “We are truly being seen as an innovator in the management consulting industry, and we do not intend to rest on our achievements. It is the creativity and hard work of every person in this organization in partnering with our clients that has brought us to where we are and where we intend to continue.”

The employee experience consists of all of the experiences that an employee has, whether predicted or not, that become pivot points or moments of truth. These experiences shape an employee’s beliefs about the company, its leaders, the organization brand, and an employee’s success in the organization. When an employee evaluates his or her experience in an organization, it is based on the sum of those moments of truth, both positive and negative. Chronos is the Greek word for "sequential time." We call experiences that occur during the chronological employee life-cycle "chronos events." These are pre-determined experiences that happen during pre-hire, orientation, onboarding, performance reviews, and when exiting the organization. Organizations who engineer the best chronos events are ultimately able to attract, retain, and engage the best employees.

Kairos is the ancient Greek word meaning the right or opportune moment, or the "moment of truth." These events can occur at any time and become a pivot point for employees. A kairos event could be a positive experience when an employee received special recognition or a negative moment when an Employee Satisfaction Survey Questions lost all of his or her recent work due to the company server going down. Organizations that intentionaly create positive kairos events and properly manage negative experiences are able to turn their employees into raving fans. In order to foster employee experiences that result in increased engagement and performance, leaders need to look through the "employee lens". The employee lens is the prism through which employees evaluate how their interactions with the company throughout the entire work life-cycle affects each of them on a personal level.

In order to create an employee experience that results in loyalty to your company and higher performance you need to perfect the chronos events but be fully prepared for the kairos moments that influence employee perceptions. The world has changed. We now live in a global economy. Organizations are facing a more competitive environment as the advantages created by advances in technology, systems design, and communications have been fully leveraged by most companies. Competition for the best talent has also increased as employees have become more mobile and less loyal to their employers. But the best companies know that their employees drive their success and that by focusing on the employee experience management, a company can create a thriving organization that attracts and retains the best talent in order to out-perform the competition.

Download a sample Leadership Intelligence 360 Survey to see how we measure the most important leadership competencies. See how the Derailer section identifies those behaviors that undermine a leader's effectiveness. Then look at the What is 360-degree feedback? report to see how the results are displayed to highlight gaps in perception and comparisons to our benchmarks.

Throughout our initial years, DecisionWise steadily gained a reputation for getting results through assessment and feedback. What began as a small three-person consulting firm grew to build an impressive clientele by providing 360-degree feedback, organization surveys, and talent assessments that deliver results. Growth brought on additional consultants, industrial psychologists, HR and organization development professionals, coaches, programmers, and experts in survey administration and psychometrics.