Experiencing High Growth: When your organization is growing quickly, you need employees to scale with the challenges your organization is facing. An individual 360 can help your employees own their own development in addition to quickly pinpointing where the organization most needs them to develop their skills. Additionally, hiring can be an investment that takes employees away from their day to day work, so you want to make sure you’re making the best decisions possible. You can use aggregate 360 results identify where there are competency gaps for certain functions/teams that a new hire could fill.

Onboarding to a New Role: After a few months in a new role, a 360 can be used to get feedback on what could be improved to fully ramp into the new position.

Determining Company or Department L&D Needs: If learning and development is a recommended focus for the organization, the aggregate results of Individual 360s can help you pinpoint which programs would have the largest impact on the largest number of people for the company overall or in particular departments.

Moving From a Traditional Performance Review to Developmental Feedback: many companies are abandoning traditional annual performance reviews for more frequent developmental feedback. Individual 360s are a great way for individuals to receive developmentally focused feedback from their peers, direct reports, and manager

Lack of Confidence in Leadership: If you’ve received feedback that employees aren’t confident in your company’s leadership, a Leadership 360 can not only get that feedback to the leaders that need it, but also pinpoint what changes would make a real difference. Just be sure to prepare leaders to receive that feedback.

Changes in Leadership: Leadership changes can be disruptive to all involved, once a leader has had some time to settle in, consider a Leadership 360 to help their onboarding and determine where reality may not be meeting expectations.

Determining Leadership’s L&D Needs: If you’re jumpstarting a leadership development program, you may not be sure where to start. A leadership 360 can help you pinpoint which programs would have the largest impact on the largest number of leaders and the competencies that are most important within your organizational context.

Large Proportion of New Managers (or Managers With Growth Opportunities): New managers are most in need of feedback to determine how they can improve the experience of their direct reports and become the most effective version of themselves.

Determine Managers' L&D Needs: If you’re jumpstarting a manager development program, you may not be sure where to start. A manager effectiveness survey can help you pinpoint which programs would have the largest impact on the largest number of managers.

Pre and Post Assessment of Manager Training Effectiveness: Given the quantitative nature of the feedback, a manager effectiveness survey is ideal for assessing if a given program actually increased perception of manager effectiveness in a given area and overall.

Regular Pulse Check-ins: Suited for organizations prioritizing regular, light-touch pulse check-ins.

Minimizing Survey Fatigue: Designed to minimize survey fatigue due to its shortened nature.

Tracking Trends Over Time: Ideal for monitoring trends in manager effectiveness and related outcomes frequently.

Following a Restructuring: Once the team has had some time to settle, consider sending a team effectiveness survey to help speed up the stages of team development.

Communication Breakdown: Through engagement feedback (or other sources of data) you may find a specific team could benefit from learning their key opportunities for improvement and taking action.

Holistic Insight for Development Cycles: Recommended for managers seeking actionable insight into their effectiveness and impact, especially where nuanced feedback from multiple sources is valuable.

Performance Reviews: Well-suited for performance reviews to provide a comprehensive view of a manager's strengths and development opportunities.

Organizational Change: Ideal for moments of organizational change when managers want direct guidance for growth.

Rapid, Low-Friction Feedback Cycles: Use this template whenever quick, easy feedback is needed.

Post-Project Completion: Ideal for gathering feedback after a project finishes to capture timely insights.

Onboarding New Team Members: Useful for quick feedback during onboarding to help new employees settle into their roles.

Informal Performance Conversations: Suited for casual discussions about performance and development without formal ratings.

You want a holistic, multi-rater view of a manager or leader of teams' performance, including from their manager, peers, and direct reports.

You need nuanced feedback to inform individual growth, coaching, and development plans for a leader/manager of teams.

You want to get feedback on a broad set of skills important for managers, such as accountability, change management, and work/life balance.

You want to see an overall manager effectiveness index and understand the drivers of manager effectiveness in your organization.

You need to compare results pre and post a training program.

You want to easily see results in aggregate across manager populations (e.g., using a heatmap to find hot spots for particular departments).

You only want to provide upwards feedback to your manager population.

Your managers are new to receiving feedback (it can be easier to receive quantitative results than qualitative).

You want to run frequent, low-friction pulse checks on manager effectiveness. * You need a quicker, more streamlined survey for higher response rates.

You ultimately want managers and non-managers to receive feedback.

You want managers to receive feedback on their overall effectiveness, including competencies that may not be manager-related.

You want individuals to receive feedback from all relationships, not only direct reports but also peers and their manager.

You want someone to easily and clearly see the discrepancy between their self-perception and others' perception.

You require a more comprehensive and structured 360 survey, including quantitative ratings and detailed competency mapping.

You need rapid, lightweight, and qualitative feedback for an individual.

You want a low-friction survey experience, ideal for quick pulse checks or after project completion.

You want to encourage a more individualized and less structured way of getting insights.

You are running a feedback cycle where time and cognitive load are constraints.

You want to be able to easily see results across groups.

You want to provide additional context of how the feedback compares to the organization overall (for example, how does your team compare to other teams at the organization? Or how do your results as a manager compare to all other managers at your organization?).

You don’t have the resources to customize feedback to individual contexts.

You need to customize the survey for a particular group (for example, a team is having issues with a particular theme and needs to deep dive into feedback in that area).

The catalyst is event or time-based (for example, everyone completes an individual 360 when starting a new role, or managers receive manager feedback at the 6-month mark).

You don’t have the resources to walk the entire population through their results.

You are sending a Feedback 360 (Quick) survey for a specific, fast-paced development need.