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Group 360 Assessments Are What We Do Best

Group 360 Assessments Are
What We Do Best

Origin recently conducted a 360 assessment of 13,541 managers
globally and across all levels within the client organisation issuing
11,893 individual feedback reports. By adopting our professionally
managed phased-approach all this was achieved in as little
as 2 months!
Click here to see how we can do the same for you.

Large-scale Online 360 Assessments

Large-scale 360 Assessments

“from the planning phase, through to the execution system,
and technical support, you have once again enabled
us to facilitate the process within the group, with confidence.
Of special note is your willingness to accommodate certain
special requests and deviations from the status quo.”
Nadine Fedeli -- Manager HR: PSS Talent Management
OD & Change Sasol Shared Services Sasolburg.
We can do the same for you. Click here.

Our Clients

Our Clients

Origin is the measurement solutions provider to some of South Africa’s most prestigious and successful organizations. Click here to see our client list.

Get In Touch With Origin

Get In Touch With Origin

Origin measures what matters most -
People, Performance, and Perceptions.
To get in touch with us click here now.

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Why Choose Origin?

Why Choose Origin?


We do the work. This frees up your resources to focus on daily tasks. Our dedicated team of young professionals have the know-how and experience to get a quality job done each and every time.

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360 Assessments

360 Assessments


What we do best. Origin has developed a proven, unique methodology for running 360 assessments.

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Get To Know Us

Get To Know Us


Origin is young and ambitious. The business has evolved over a period of some 15 years. We are now clearly focused on becoming the best measurement solutions provider in the enterprise feedback arena.

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What We Can Do For You

What We Can Do For You


Take the weight off your shoulders. All we need is a clear understanding of your measurement objectives and a list of people participating.

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360 degree assessments: The number one question you should be asking!

Posted on: June 25th, 2012 by Liesel Burrows

Why did your last 360 degree feedback project fail?

All too often we come across HR executives who feel that despite all their time and effort their previous 360 just didn’t meet expectations. This is often the point at which we are approached and generally we find that the problem can be attributed to one fundamental issue not having been addressed, namely “Why?” Or more specifically – Why are we conducting this 360 Assessment and what are we hoping to achieve?

I would classify this as a failure to define project objectives and we know from experience that neglecting to carefully define the specific purpose for implementing such an assessment will have significant implications on the:

  • overall focus of the measurement,
  • way in which the questions are phrased,
  • response scale,
  • type and number of relationships that are defined,
  • way the report content is structured, and
  • manner in which feedback is administered.

 

Also, keep in mind that without clearly defined objectives it will be very difficult to measure the success of the initiative and demonstrate the value that has been delivered. In short, your objectives will have an impact on every aspect of the project and may therefore be regarded as the most crucial input into the entire project planning process. However, defining objectives is often not as simple as it may seem (which may be the reason so many people avoid it).

 

To make addressing this all important issue a little easier, here are some of the questions we feel should be answered in order to gain a clear understanding of what is driving the 360 assessment and by implication what the assessment needs to achieve:

  • What are your overall business objectives and how will this assessment align to those?
  • Who is being assessed? Is it the leadership of the organisation, the whole organisation or specific groups within the organisation identified for assessment?
  • Will participation be compulsory or voluntary? Are you targeting a specific participation rate?
  • Is the assessment based on behaviours or based on performance measures?
  • On what will individuals be measured: organisational values, competencies, skills, attitudes?
  • Will the results be used for self-development and training, remuneration and reward or promotion?

 

Investing time in clearly defining your objectives will go a long way to increasing the value you will derive from your 360 Assessment. Do not underestimate the importance of this first step.

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