Comparing 360 Systems - Tips To Save You Time And Money

When you stand in front of a fitting room mirror at your favorite clothing store, you get a 360 perspective about how you "look". You receive visual feedback from all sides and can readily see if what you're trying on is a good fit. Much like that fitting room mirror, a job-related view of a key employee from all angles can be valuable. Such a view can be gained by managers when feedback comes from their boss, peers and direct reports, with each giving a view of management skills and competencies from their own unique perspective. A 360 multi-rater feedback system can provide such a view.

In a well-constructed 360 multi-rater feedback system, evaluation is not based on personality. Participants rate skills and behaviors based on their perspective of the manager's performance in key leadership competencies like communication, leadership and developing others. A good 360 multi-rater feedback system should include an effective development plan for the manager.

Comparing 360 multi-rater feedback systems is not an easy task and discovering what's important is a learning experience. What counts most is hard information about capabilities and price, not the length of time a system has been on the market, ads in national magazines, booths at trade shows, or brochures and catalogs, all of which say little about the quality of a 360 system. These four steps will save you time, money and frustration when making the decision to adopt a 360 multi-rater feedback system.

Step 1: Contact 360 multi-rater feedback system publishers for information
Each 360 multi-rater feedback system is so different from the next that it may sometimes seem like comparing apples to oranges. Even finding out what the options are can be a major hurdle. As you gather and screen information, ask yourself these questions:

Did the materials tell you what you wanted to know, and were they easy to understand?
Could you figure out what you get and how much it will cost you?
How easy was it to contact someone who could answer your questions?
Did you get straight answers, especially about price?

Step 2: Compare capabilities and price
The most efficient way to compare options is to consider capabilities first. What capabilities are important to your organization? Which systems have what you want? Next, with the "short list" of systems that will meet your needs, focus on price. There are two price issues: installation and assessments.

If you plan to use central scoring services (an off-site system), there will be no front-end installation costs. If you plan to operate an on-site system, how much time and money will it cost to get the system ready to conduct assessments? Next, how much will it cost to assess people? Universally, publishers charge by the assessment. This "pay-as-you-go" charge covers the publisher's research, development, maintenance, service, marketing and other costs of doing business.

Step 3: Evaluate samples and demonstrations
It's important to study what will be used in the assessment process. When you ask for information, ask for product samples, sample reports and demonstrations. If these materials don't answer all your questions, it may be helpful to have the publisher or a representative visit to demonstrate the system.

A pilot project is an even more revealing type of demonstration. Conducting an assessment project with a small group can reveal whether the instrument is a good fit for your culture. Simply arrange for the assessment services from the publisher. Using different groups, you can pilot several systems at once.

Step 4: Get the opinions of current users
At this point, you should know which system will best meet your requirements. You may have already identified a preferred option. The purpose of contacting current users is to confirm the results of your analysis. Contact the references provided by the publishers and compare their experience with yours. Examples of questions to ask are:

Did the system you are planning to use meet their expectations?
What challenges and problems did they encounter and how did they resolve them?
Did they discover any unexpected costs? Have they received good technical support and service?
How do they feel about their experience with the publisher?

If you discover new information that causes you to question your preferred option, you can contact the references of your second and third choices, then revisit the comparisons with the new facts.

Willow Creek Consultants has designed assessment programs for large and small companies in many industries. We can create an assessment program for your company that exceeds all US DOL guidelines and will help you hire and retain top-performing employees. Willow Creek Consultants specializes in maximizing your workforce potential. Steve and Vicki Wilson, owners of Willow Creek Consultants, live in Coeur d'Alene, Idaho and can be reached at 208-676-0798 or www.willowcc.com.

Written by Vicki Wilson for NEMEON's 'The Roar', October, 2004