360 Degree Evaluations


Enhancing competency through feedback

360 degree feedback programs are about building on strengths and creating action plans to address other areas that make us less productive in the workplace. Only feedback which is specific and comprehensive, with a focus on personal development, can create the kind of self-awareness that is needed to change behaviors. Our 360 instruments and reports do this by helping people build on their strengths and improve their performance.

Our feedback reports help participants answer these questions:

  • What do I need to do differently to improve my effectiveness with others?
  • Which Rater Groups see me as more (or less) effective?
  • What areas are most critical for my action plans?
  • What are my strengths and development needs?
  • In what areas have I improved my performance and effectiveness since my last assessment?

Below is a short list of some of our popular surveys:

  • Leadership Assessment Survey
  • Individual Contributors
  • Sales Development Survey
  • Team Development Profile
  • Civil Service Leadership

Concord’s database of  360 degree surveys, themes and questions can be easily customized to meet your needs. Please contact us to discuss your team’s unique needs.

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Our Development Model

1
Begin with performance-based feedback
2
Create Action Plans
3
Provide Needs Driven Training
4
Conduct Post-Assessment to quantify results

The Benefits of 360˚ Feedback


  • Increased self-awareness, by understanding how your behavior is perceived by others, and comparing this perception with your own self-assessment of your own work behavior.
  • To identify priority areas where you might change your behavior in order to improve your work performance and organizational effectiveness.
  • More focused learning and development activities, and increased individual ownership for self-development.
  • To identify and build upon the strengths that you are currently exhibiting.

Feedback is essential in facilitating performance improvement. It informs employees of their actions that create problems for others, and what behavioral changes may be necessary to improve working relationships, team synergy, performance outputs and customer service. Received in a positive, open-minded, non-defensive spirit, 360-feedback can play a major role in employee’s personal and professional growth, and job satisfaction. It can serve as a strong spur for personal development and behavior change. 360˚ feedback from peers and direct reports is frequently the only way that senior executives can get feedback on their performance, as there may just not be anybody else to do it. The data gathered from 360˚ feedback throughout the organization can be very useful in providing insight into organization-wide behaviors and competency (or the lack thereof), and what development and other interventions may be necessary to address weaknesses.

Hiring: make better decisions with drastically increased fit and job performance. Organizational growth: see gaps at different levels and what is needed to fill the gaps. Long term damages: identify potential "non-fits" faster and move them to a position where they are effective .... Sustainability: help bring the company from Good to Great.
Chris Decock, Owner / COO | Hudson's Canadian Tap House
During my three years of utilizing the Pro.file system it has created a strong platform for an HR professional to identify top talent. The greatest investment we can ever make in our organizations is an investment in our employees. The Pro.file system is the first step to doing this and preparing for the future as it emerges.
Adam J. Miller, Global HR Professional | Private Equity
We have been building and growing our business at a fairly rapid pace and our challenges are in the area of management, recruiting, organizational and employee development, and succession planning for the organization.  Our team has embraced the program and we use the system daily in planning and managing our business.  This tool has added significant value to Strike.
Stephen D. Smith, President & CEO | STRIKE Energy
They (Ian Martin) ... listened through the Pro.file Performance System™, which gave them accurate, structured information about what drives me at work.
Luz Iglesias, | Ian Martin Group
We made the decision to only hire candidates who were a match for our job models based on the Pro.file People results. As a result we saw the turnover rate on new hires greatly improve. This is a dramatic change for us and the Pro.file system is a big reason why this significant turnover reduction has happened.
Joe Laratta, Corporate Recruiter | S.i. Systems
Pro.file allows us to identify those that don’t fit our Organization models early so we don't spend too much time with those that don't fit. We’re an aggressively growing auto group and we need certain types of people to help us reach our goals. We save time and bottom line dollars every time we find someone who simply won't fit into our culture.
Jared Priestner, President | Go Auto
In addition to Pro.file we examined several other systems. The reasons for choosing Pro.file were: Internal assessments have consistently put the accuracy of the reports in the 8-10 out of 10 range, the information is relatively brief and to the point as more extensive reporting is not always useful, the visual aspect of the graphs give the profiles additional depth and enable the report to be read quickly.
Michael Scott, Chairman & CEO | Precision Biologic
Are you interested in the 360˚ Feedback Tool?
Please contact us for more information.