Panoramic Feedback Provides New Reports to Increase Value of 360-degree Feedback
Panoramic Feedback's new reports for dual-scale questionnaires provide new motivation for recipients of 360-degree feedback. At a glance, they can see their highest and lowest-rated skills, and how they compare with other individuals. That's valuable information that encourages them to develop their capabilities.
Toronto, Ontario (PRWEB) November 16, 2006 -- Recipients of 360-degree feedback can now get more motivational information from questionnaires provided by Panoramic Feedback.
A new report format released this week by the pioneering 360 system summarizes the highest and lowest-rated skills of individuals assessed through dual-scale questionnaires. At a glance, these recipients can see where they are contributing successfully, and where they need to develop better skills.
Another report encourages them to develop their skills by comparing their results to those of their feedback group, or to the 80th percentile of the group.
They can also gauge their progress since their last 360-degree feedback, with a report that compares their current results with those received previously.
"The impact of these reports is to notch up the return on 360-degree feedback," said Timothy Bentley, COO of Panoramic Feedback (http://www.panoramicfeedback.com/products/360/summary.php). "They encourage people to look deeper into their own performance, to ask how they can accomplish more and gain greater satisfaction from their work.
"One of our Panoramic Feedback clients is a large school that provides specialized technical training to corporations. They chose the dual scale format because it gives their more demanding customers additional context and guidance for action."
Dual Scales: A Value-Added Option With Panoramic Feedback
Dual Scales are a special form of 360-degree feedback. They provide an alternative to the one-size-fits-all assumption made by some 360-degree feedback questionnaires.
"Single-scale surveys ask a question from only one perspective. For instance, what is this person's skill level?" explained Timothy Bentley. "While that is often enough, dual-scale questions supplement it with a second point of view. For instance, they might ask responders to rate the person's skill level in a particular competency, and also to indicate what level of skill they expect from this individual.
"The gap between those two responses can inform recipients about how well they are meeting the needs of those most affected by their work. 360-degree feedback is all about helping people see how they are viewed in the context of their workplace, so it provides a lot of motivation for development."
These new dual-scale reports for 360-degree feedback from Panoramic Feedback provide a major contribution to employee development.
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