360-degree feedback is a tested method of improving productivity and job satisfaction. Responses to a questionnaire help employees see themselves as others see them.

Generally, the individual selected to receive feedback nominates 8 to 15 people provide the feedback. Each of these respondents, and the individual, then complete a questionnaire, which typically takes less than fifteen minutes. The replies go directly to AAA. AAA then compiles a feedback report and sends this electronically to our facilitator. The facilitator will then compile a report and meet with the individual in a face to face meeting, helping them to understand their feedback and coaching them to set development goals and plans as a result.  The resulting report encourages the individual being assessed to capitalize on his or her strengths, and points out areas to make changes.

Our specialists will work directly with your executive team. We will go step-by-step through the process of applying international best practice standards, conducting strategic planning and highlighting problem areas and assisting in implementing corrective procedures. The end result is a more streamlined organization and increased profits.

The answer is simple – Anytime you want to improve productivity and efficiency within your organization. 
HR professionals who harness the aggregate data provided by 360 degree feedback make a valued contribution to the well-being of their organization. This data assists in the strategic management of human assets which, in competitive times, can make the difference between success and failure. 

When aggregate data is used to contribute to the management of staff resources, it replaces risky guess-work and supplements instinct. It helps leaders formulate strategies that conform to the actual abilities of their team.  It can empower them to:

• Take advantage of under-utilized personnel strengths to increase productivity
• Avoid the trap of counting on skills that may be weak in the organization
• Apply human assets data to the valuation of the organization
• Make succession planning more accurate
• Design more efficient coaching and training initiatives
• Support the organization in marketing the skills of its members