Assessments

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360-Degree Employee Development Program (Currently available in English only)
The 360-Degree Employee Development Program from Clear Intentions is the most effective tool available for the assessment and development of your key employees. After personally completing over one hundred 360-degree assessments for employees at several Global 2000 companies, founder Barbara Schwarck discovered a need for an improved tool and evaluation process. This proprietary, online, 360-degree questionnaire uses feedback from the person being assessed, supervisor(s), direct reports, co-workers and customers (internal or external). Customization to add additional groups and questions is also available.

Considering the best of existing tools, the 360-degree Employee Development Program is also sensitive to:

• The participant’s openness to feedback by focusing on key development areas.
• The respondents’ ability to give a thorough evaluation without having to invest more than 10-15 minutes of their time.
• The coach’s ability to interpret responses and go beyond just providing a summary of responses (by offering the ability to affect change in the debriefing process).
• The ability to analyze patterns within subgroups (supervisor, direct reports, colleagues and customers), as well as identify gaps (e.g., between expectations of respondents and participants, or expectations of performance versus actual performance).
• The ability to include or exclude direct, anonymous feedback.

ROI of Clear Intentions’ 360 Degree Employee Development Program

Calculating the ROI for any leadership development initiative is always challenging. Although these activities clearly lead to improved results, it is often difficult to establish an accurate ROI on development activities. The ROI of Clear Intentions’ 360 Degree Employee Development Program (multi rater assessment) comes generally not from the assessment itself, but from the action taken as a result of the feedback. In other words, the assessment allows employees to see strengths, weaknesses, and gaps in perception vs. other raters. Using this information, the employee can undertake a targeted intervention: training, formal education, job reassignment, development opportunities, etc. The return on investment therefore comes from what is done as a result of the feedback. The feedback serves as an important catalyst to make this occur.

There is extensive research data on the improvement experienced in organizations that use 360 degree assessments, versus those that do not:

• Studies show 360 degree feedback assessments can have a positive economic impact when used for leader development. A study by J. Folkman showed that effective leaders have lower turnover of employees under them. Another study showed performance-based assessments and development can result in a 6 standard deviation improvement in employee performance, yielding a return on investment as high as 700%.
• Multi-rater feedback ratings are directly related to hard performance measures. Studies show a positive relationship between 360-degree feedback ratings and assessment center performance. “Ratees” who receive more favorable narrative comments from direct reports also generally receive more favorable annual performance reviews. Managers who received more favorable 360 feedback had lower turnover and higher service quality. 360-degree feedback ratings were directly related to production measures. Various studies over a period of several years show significant improvements in multi-rater feedback scores between 1st and 2nd year of administration. All these are an indication that most ratees were able and willing to implement the feedback that they received and their performance as well as the bottom line were positively effected.
• Discrepancies between self-ratings and feedback from others can lead feedback recipients to perceive the need to change behavior.

Results from 360 degree feedback provide a more comprehensive and precise picture of development needs, allowing organizations to target specific training and development initiatives where they are needed most. Managers who participated in development activities, AFTER receiving multi-source feedback are more likely to improve performance than other managers.

Clear Intentions is committed to integrity and strong, results-oriented relationships with our clients. These relationships are built on a “fit” between our strengths and our client’s needs. To learn more and determine how we can meet your needs, please phone us at 412-242-3971 or contact us through our website.