Why 360° Feedback?

It is clear that awareness and regular communication about the organizational performance associated with our personal growth and happiness are essential. This ensures that employees get the best out of themselves and focus on what is really important for themselves and for the organization.
Without feedback, we tend to invent our own reality. Using 360° Feedback is a vital part of performance, satisfaction and development.
Understanding ourselves and how we interact with others helps us understand the impact we have on those around us. The perceptions of others within our circle of influence, whether those perceptions are accurate or inaccurate, often impact our level of success and satisfaction.
This is where 360° Feedback comes in.

Customized licenses

Importance of customization

Most organizations today use 360° Feedback in some form or another, although the purpose varies. Based on the needs of your organization, we align the 360° Feedback process to reach your objectives:


Targeted Development

  • Focuses on personal and career development
  • Discovers where you are and where you need to grow or improve
  • Results in the creation of a personalized action plan

Team Effectiveness

  • Focuses on team-effectiveness skills, along with strengths and areas for improvement
  • Allows groups to come together on goals and work better as a team
  • Promotes a safe environment to share "the undiscussables"

Performance Appraisal

  • Creates a 360 perspective of job performance and behaviors
  • Provides a more objective and accurate view of individual contributions and effectiveness
  • Results can be factored into administrative actions

Feedback is essential, ...

... but that is certainly not an end in itself!


From feedback to dialogue

  • Is feedback only the input that must then lead to new action through self-reflection? (After all, we are already busy enough with the issues of the day...)
  • You can provide effective support here by including reflective questions, which are active within the organization, and making them also a natural part in follow-up meetings!

Collective happiness, another form of feedback

Understanding that much of our happiness is in our own hands can encourage to try new things, introduce changes, or do things differently. From there we can see how all this influences our happiness and the effect on others, by measuring its impact in terms of behaviour, satisfaction and purpose. Experiment, try to change something and pay attention to the outcome. Happiness is the most important feedback mechanism we can get from our behaviour.

Some HR initiatives are based on the mistaken assumption that happier employees will be more productive employees.
The happiest employees are the most effective ones; they are the ones who routinely achieve results aligned to a purpose.
Just as the Chinese proverb says, "A bird does not sing because it has an answer. It sings because it has a song."

It's possible to create spaces in which people can work autonomously, apply and cultivate their mastery, and find meaning in the work they do.
It's also possible to help people learn new ways of working with focus, concentrating on the most meaningful things and better choosing what to do and not do at any time.
Combining both initiatives will translate into more competitive organizations with happier people. We should do everything in our power to achieve this.