360 Sample Competencies Quickstart Guide - Qualtrics

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360 sample competenciesquickstart guideW I T H B E ST P R ACT I C E S A N D SA M P L E M E S SAG I N G

Table of contents3Introduction410 Key Elements of a Successful 360 Program6Sample Messaging and Rating Scales7360 Sample Questions102About Qualtrics

IntroductionWhen designed correctly, 360-degree feedback assessments offer each participant awell-rounded view of his or her behaviors and performance. They also offer rich and actionablefeedback he or she can use to improve.But here’s the rub—poorly designed 360 assessments can lead to meaningless data and atworst, backfire and create distrust and disengaged employees. Additionally, without a meaningfulcompetency model and well-designed assessment items, multi-rater assessments can easily fail.So whether you’re implementing 360s for development or for formal appraisal, the success of yourefforts will largely depend on the your level of preparation in designing the 360 program.Because every organization has unique characteristics, a distinct culture, and a wide variety ofleadership needs, our team of I-O psychologists and subject matter experts have crafted asample template to help you start building a competency model and assessment items that fityour organization.We’ve also compiled a list of 10 best practices to be aware of before you begin building content foryour multi-rater assessment.3

10 key elements of a successful360 programT I P S A N D B E ST P R ACT I C E S1Engage the right stakeholders from the verybeginning—getting decision makers andbusiness leaders on board early will improvebuy-in, increase participation rates, and setyour program up for success.5If you don’t already have a culture offeedback, invest time and resources on thefront-end to communicate the purposeof the 360s and build trust to facilitate afeedback-based culture.2Keep both the raters and ratees in mind whendeveloping the program.63Make sure the goal of your 360 drives theprocess. For example, if your 360 is designedfor developmental feedback only, let rateeschoose their raters.Clearly define and communicate howthe success of the 360 program will beevaluated.7Ensure that follow up and feedback is builtin at the forefront of the project and setexpectations for participants and leadershipearly on.44Embed the 360 into an existing performancemanagement system and avoid treating the360 as a stand-alone event.

58Base your 360 assessment on acompetency model or models. If no suchmodels exist, utilize your organization’score leadership values, basic focus groups,leadership meetings, and/or job analysisdata as a starting point to build the 360competency models.9Have ratees develop one to two behavioralgoals that clearly align with those of theorganization. Hyper-focusing on one totwo areas of opportunity make long-termbehavior change more likely.10Ensure that confidentiality is built in,maintained and clearly communicated.Raters provide more useful feedback whenthey know they cannot be identified.

Sample messaging andrating scalesSA M P L E M E S SAG I N G[Evaluator Name],You’ve been asked to provide employee feedback in this 360-degree survey for [Subject Name].Below are six items about key leadership principles that apply to [Subject Name]’s development.Please provide your anonymous feedback by answering the following questions:SA M P L E R AT I N G S CA L E S360s For Development6360s For AppraisalAlwaysAmong the leading 10%Almost alwaysAmong the leading thirdOftenTypicalOccasionallyAmong the lagging thirdRarelyAmong the lagging 10%

360 sample questionsS E L F-AWA R E N E S S1Controls his / her emotions, even in high-pressure situations2Demonstrates an awareness of how his / her actions and decisions affect others3Treats mistakes and setbacks as learning opportunities4Actively seeks feedback from others on his / her performanceWhat suggestions do you have the help [Subject’s Name] improve his / her self-awareness?D R I V E FO R R E S U LTS5Sets challenging goals for him / herself6Helps others achieve their objectives7Prioritizes his / her work based on the needs of the organization and its customers8Achieves his / her objectives even when faced with obstacles and challengesWhat suggestions do you have the help [Subject’s Name] improve his / her drive for results?7

LEADERSHIP9Translates the company strategy into concrete actions / plans10Takes team members’ ideas and opinions into account when making decisions11Helps team members resolve work-related problems12Holds team members accountable for achieving their objectivesWhat suggestions do you have the help [Subject’s Name] improve his / her leadership skills?C O M M U N I CAT I O N13Actively listens to others14Tailors his / her communication to the needs of the audience15Communicates clearly and concisely16Conveys credibility and expertise when he / she communicates with othersWhat suggestions do you have the help [Subject’s Name] improve his / her communication?8

T E A M WO R K17Works effectively in a team18Gives constructive and helpful feedback to others19Treats others with respect20Values and respects differences among team membersWhat suggestions do you have the help [Subject’s Name] improve his / her teamwork?O P E N - E N D E D T E X T B OX Q U E ST I O N S921What is [Subject’s Name] greatest strength and what can he / she continue to do to grow?22What is [Subject’s Name] greatest opportunity and can he / she do to improve in the area?

Qualtrics OverviewQualtrics is a single system of record for all experience data, also called X-data , allowingorganizations to manage the four core experiences of business—customer, product, employee andbrand experiences—on one platform. Over 8,500 enterprises worldwide, including more than 75percent of the Fortune 100 and 99 of the top 100 U.S. business schools, rely on Qualtrics.To learn more, please visit qualtrics.com10

About QualtricsEmployee ExperienceQualtrics is the first and only Employee Experience Management platform that measuresemployee experiences across the entire employee lifecycle, automatically prioritizing key driversof engagement and experience so you can build strong teams, drive productivity, and reduceunwanted attrition.Qualtrics Employee Experience, powered by our predictive intelligence engine, eliminates the needfor tedious manual analysis and automatically surfaces deep insights that help organizations makecritical HR decisions. By delivering real-time, role-based insights to the right people, managersand leaders can now uncover areas of weakness, take action, and drive critical organizationaloutcomes.Learn more about our Employee Experience Solutions at qualtrics.com/human-resources11

USTOMER EMPLOYEEPRODUC TBRAN D CUSTOMER EMPLOYEEPRODUC TBRAN D CUSTOMER EMPLOYEEPRODLearn more at qualtrics.com12

360 Sample Questions About Qualtrics 3 4 6 7 10 Table of contents. 3 Introduction When designed correctly, 360-degree feedback assessments offer each participant a well-rounded view of his or her behaviors and performance. They also offer rich and actionable feedback he or she can use to improve. But here’s the rub—poorly designed 360 assessments can lead to meaningless data and at worst .