What does it measure?

A 360 feedback survey is similar to a survey; in fact it is a survey about an individual. Ideally, the 360 feedback questionnaire must be based on actions and behaviors that are observable by the respondents. Therefore, a 360 feedback questionnaire cannot measure the same behaviors for all of the organization’s employees. Before creating the questionnaire, it is essential to prioritize the competencies that will serve the organization and its employees in the most profitable ways.

Creating a competency model is a balancing act. A generic model is not very useful because it cannot measure all of the [deterministic behaviors] within an organization, while on the other hand an over-specific model will be of limited use because it cannot provide a comparison basis for participants across the organization. It is thus necessary resolve a competency into its components (to be translated into observable behaviors) so that each participating group of employees is properly represented.

With this setup, each competency model will include “dimensions” that are specific to the group and others that are generic for the whole organization. The common dimensions provide an organization-wide perspective.

It is generally a good idea to ask the participants to rate the relative importance of a competency for the person being evaluated. This information provides a deeper understanding of what others perceive as being important and allows the subject to focus or prioritize his (her) development plans on these competencies.

uVox allows you to create your own competency model according to your specific requirements. Our generic models provide a solid starting point. We provide a complete library of questions and a variety of answer types and evaluation scales so that you can easily create a questionnaire that perfectly fits all of your organization’s requirements.