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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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Managing what matters most

Posted on: March 5th, 2013 by Liesel Burrows

In the most recent Global Talent Management and Rewards Study, conducted by Towers Watson, it was found that companies are having difficulty attracting and retaining the high and critical skill employees necessary to increase their global competitiveness. Almost three in four organisations reported difficulties attracting critical skill employees, and more than half reported difficulties retaining them.

The study also found that attracting and retaining employees with critical skills, and engaging all workers, seems to be most effective when corporations strike a balance between employee and employer needs. Almost invariably, financially high-performing companies are the ones that achieve consistency and integration in the design and administration of programmes — not just for leadership, but for all employees.

We all know it’s essential to have a policy in place to manage talent. However, this should not only be at an operational level. A company strategy should embrace the identification of talent, the fostering and promotion of people and, above all, the development of leadership.

According to Professor Colin Coulson-Thomas of the University of Greenwich, many talented people are prevented from achieving their full potential because of restrictive corporate structures. It is not that there is a lack of talent – it is that there is a lack of identification of the talent that exists.

Of course, to apply one’s talents and strengths, these talents must first be identified. Implementing a culture of company-wide 360 Assessments is an excellent way to ensure that every employee’s talents are recognised. With this in mind, there’s a world of difference between ad hoc individual 360 Assessments, and adopting a regular (at least annual, but increasingly bi-annual) 360 Assessment approach. When this becomes part of ‘the way we do things here’, you’ve paved the way for a leadership development timeline or benchmark within your organisation. And in doing so, you’re guaranteed to not only attract high and critical skill employees, but keep them too.

To read the full 2012-2013 Global Talent Management and Rewards Study, click here.

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