responsibility - 360-degree assessment
An evaluation from every level
Feedback raises awareness. Awareness fosters growth. Growth means progress, both on a personal and on a business level. To discover and develop our full potential, we need open and constructive feedback on our behaviour. Understanding the discrepancies between the way we see ourselves and the way others see us is essential for further growth.
It is against this background that Deutsche Börse Group will establish 360-degree feedback in its organisation for all executive staff, i.e. managers, experts and project managers above a certain level.
In a 360-degree assessment, an employee’s self-evaluation is matched against an assessment from four other groups of sources: direct supervisors, peers at the same level and with the same reporting line, team members and other contacts within the company.
There are four stages to the process. First, the employees are asked to fill in a self-evaluation questionnaire. After consulting with their supervisor, they also name the colleagues whose feedback they would like to be included in the process. Second, the four groups of sources fill in a questionnaire on the employee’s social skills, subject matter expertise, customer focus and leadership skills, using both rating scales and free-form comments. The more detailed the comments with regards to the employee in question, and the more telling the examples, the more meaningful and helpful the feedback.
Direct line manager according to the organisational chart
All executives with the same reporting line and level as the feedback recipient
All direct reports, supporting staff or project team members
5 colleagues from other business areas with whom the feedback recipient interacts
Click or touch the four areas of the image to learn more.
The third-party feedback is evaluated by an external service provider. Once merged, the assessments stemming from the different groups are compared amongst each other and with the self-assessments provided by the employee.
The third and fourth stage of the 360-degree process are forward-bound, with workshops helping employees translate the results, teaching them about the next steps and showing them how to put the results to use in their daily work (phase 3). The employee and their supervisor will then together define ways of strengthening the growth areas that were identified (phase 4). Throughout the process, everyone involved learns that the feedback received from colleagues provides a valuable platform for self-reflection and discovering your own potential.