360 surveys are assessment tools that provide leaders and employees with feedback about their performance. The surveys’ subject is rated in areas such as leadership, communication, productivity, and technical skills. The subject also rates themselves in these areas.

Responses are scored numerically. Higher scores represent strengths and lower scores represent weaknesses. All of the information is compiled into a report that assembles the results into graphs summarizing the rater responses. The graphs illustrate the employee’s strengths and weaknesses. Participants use this information to make changes in their behavior and performance.

What does the 360 Survey do?

360 surveys allow employees to assess strengths and weaknesses in their workplace performance, interpersonal communication and/or management style with a focus on individual and organizational development.

Managers and executives can use the information provided by a 360 survey to create organizational and individual development plans. Managers and executives also gain tremendous personal benefit as they see how their leadership styles and methods are perceived by those they manage. As they make adjustments to better interact with and manage their employees, the entire organization benefits from the improvement to productivity.


Most employees are familiar with the reviews their supervisors do every 12 months. The review involves the employee receiving feedback from a single perspective; that of their manager. While those reviews are vital, they rarely provide feedback that leads to the professional development of the employee. Typically, a standard job review is focused on the performance issues an employee has with their current job and not much more. 360 surveys are not performance reviews. They are a feedback tool designed to help anyone from a CEO to a store clerk develop and hone their professional skills.


We begin by helping you to create a leadership competency model for the organization. We then create a 360-survey question set to support the development of your organization’s leaders based on the results of the competency model.


You will invite 7-15 people to participate in the evaluation of each subject’s performance. The rated individual (subject) scores him/herself along with their boss, direct reports and peer group (any demographic group can be used).

After all participant data is received, reports are generated with easy to understand graphs reporting positive, neutral and negative results as well as rater comments. A self-evaluation assessment (behaviors/ motivators) enhances the survey results. We deliver and discuss the results with the survey subject in a private feedback session.


The process helps individuals to understand how others perceive their leadership skills. It also uncovers blind spots that might not be noticed. Corporate culture is reinforced by linking survey items to organizational leadership competencies and company values. Important career development knowledge is easily collected.

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