360º Feedback/Multi-Rater Survey Programs

Organizations seeking a sustained competitive advantage in their markets must build a performance driven culture supporting their competitive focus. Unfortunately, "negative" management styles and the inability of some managers to adequately communicate, listen or motivate can be serious barriers to employee performance and organization success. Where inadequacies exist in performance areas critical to organization success, training and improvement is called for. Organization success also depends on being able to identify management talent for further development and movement into appropriate roles (e.g., succession planning).

If highlighting "opportunities" for management competency improvement and identifying talented management are the objectives, 360º Feedback or Multi-Rater Survey programs are the answer. Since 1980 SPR Center has provided clients with properly developed and customized multi-rater tools based on a competency model specific to each client.

SPR Center consultants can work with the client's management competency model or help Human Resources and senior management develop a model of the competencies that differentiate between successful and less successful managers for their organization. Our staff turns this model into a properly structured set of questions that each manager's constituency (e.g., employees, peers and superiors) can use in evaluating the manager's competency strengths and weaknesses.

The end result is an individual report that provides each manager with a sound base of competency feedback for determining next steps in areas such as training and development and career path planning. Depending on organization preferences, other specialized reports can supply senior business unit management with an overview and assessment of organization competencies, manager rankings in key competency areas, and business unit alignment with the corporate competency model.

SPR Center welcomes the opportunity to assist clients with their multi-rater program whether the HR focus is solely on providing each manager with feedback for their individual development, or the intent is assessing management competencies for broader decision making purposes. While survey length and competency coverage tends to differ depending on program focus, our dedication to customized programs, informative reports, and data accuracy remains the same.

Related Topics:

• Electronic Surveys
• Employee/Climate Surveys