{"id":5939,"date":"2024-11-28T14:52:19","date_gmt":"2024-11-28T13:52:19","guid":{"rendered":"https:\/\/circle2.de\/en\/?page_id=5939"},"modified":"2024-12-18T08:11:55","modified_gmt":"2024-12-18T07:11:55","slug":"360-feedback","status":"publish","type":"page","link":"https:\/\/circle2.de\/en\/systems\/360-feedback\/","title":{"rendered":"360\u00b0 feedback"},"content":{"rendered":"\t\t
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Systems<\/h5>\t\t\t\t<\/div>\n\t\t\t\t
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360\u00b0-feedback<\/h1>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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360\u00b0-feedback for development and transformation<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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360\u00b0-feedback stands for the collection of anonymized feedback from an all-round perspective. The assessment of employees, superiors and colleagues is recorded in order to compare this with the employee's own assessment (usually as a manager). \nThis can be triggered by development and change processes within the company, for example. Many companies also decide to work on the joint alignment of leadership in this context.\n<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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The 360\u00b0 feedback includes:<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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Quick and simple feedback for managers using a questionnaire. The evaluation of the subgroups is made dependent on the minimum number of feedback providers (confidentiality \/ data protection)<\/p>

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The questionnaire can be aligned with your company’s competency model. A standard questionnaire can also be used, in this case with norm comparison if required.<\/p>

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The individual results are analyzed by the person concerned, usually with an external coach, in order to support sustainable development.<\/p>

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Development programs for managers or cultural development programs can be derived from the overall evaluations.<\/p>

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It is recommended that the manager subsequently discloses and provides feedback to the assessors, possibly in a closed meeting.<\/p>

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We support you in designing the overall process and provide you with all the necessary tools in a well-founded and modern way.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Find out more about 360\u00b0 feedback here.<\/a><\/h3>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t
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\n\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\tmore<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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Systems 360\u00b0-feedback 360\u00b0-feedback for development and transformation 360\u00b0-feedback stands for the collection of anonymized feedback from an all-round perspective. The assessment of employees, superiors and colleagues is recorded in order to compare this with the employee’s own assessment (usually as a manager). This can be triggered by development and change processes within the company, for …<\/p>\n","protected":false},"author":1,"featured_media":0,"parent":5935,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"inline_featured_image":false,"footnotes":"","_links_to":"","_links_to_target":""},"class_list":["post-5939","page","type-page","status-publish"],"_links":{"self":[{"href":"https:\/\/circle2.de\/en\/wp-json\/wp\/v2\/pages\/5939","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/circle2.de\/en\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/circle2.de\/en\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/circle2.de\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/circle2.de\/en\/wp-json\/wp\/v2\/comments?post=5939"}],"version-history":[{"count":10,"href":"https:\/\/circle2.de\/en\/wp-json\/wp\/v2\/pages\/5939\/revisions"}],"predecessor-version":[{"id":6192,"href":"https:\/\/circle2.de\/en\/wp-json\/wp\/v2\/pages\/5939\/revisions\/6192"}],"up":[{"embeddable":true,"href":"https:\/\/circle2.de\/en\/wp-json\/wp\/v2\/pages\/5935"}],"wp:attachment":[{"href":"https:\/\/circle2.de\/en\/wp-json\/wp\/v2\/media?parent=5939"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}