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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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7 Tips for a Positive 360 Feedback Experience

Posted on: March 5th, 2013 by Liesel Burrows

360 tips

Many organizations conduct 360 assessments with their employees, but how the process is handled can determine whether employees see the exercise as a gift for their personal development or a huge waste of time. The value of the 360 feedback process is that it involves employees in their own development planning. Often times our main source of on-the-job feedback comes from our direct supervisor. Because 360 degree feedback collects information from not only supervisors, but direct reports, peers and cross-functional partners, it can provide a clearer picture of the opportunities employees have to improve professionally. If you are administering a 360 process for your organization, here are a few tips to help make it a positive experience for employees:

  1. Encourage employees to select a balanced set of raters who will provide honest and constructive feedback based on personal experiences with the employee
  2. Inform the raters that the purpose of the process is for personal development purposes and not for performance evaluation. Research shows that if raters think that salary or promotion decisions will be linked to the feedback they give, then their feedback is liable to be overly positive
  3. Be careful about cross cultural issues. In some Asian and Hispanic cultures, providing feedback, particularly to a superior, is pretty much taboo. This impacts both raters and the person being rated
  4. Reassure raters that their feedback will be anonymous (the only exception being the manager)
  5. Always try and have a coach available to discuss the feedback results – sometimes it can be difficult for the participant to interpret the results by themselves
  6. If you are doing a batch of 360s at the same time, think about the raters who might have to evaluate multiple people. This can result in “rater fatigue”
  7. Always link the results of the 360 assessments to the employees development plan which should be discussed with their supervisor

Managed well, the 360 process can be a powerful tool for self improvement. Managed poorly it can be seen as an irrelevant waste of time or worse, a de-motivator or destroyer of self confidence.

This post courtesy of Ben Nash

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