Modernize Your Talent Assessments and Analytics

Traditional performance reviews often give a narrow view. We modernize your approach with 360-degree feedback (also known as multi-rater assessments) to gather well-rounded input. To demystify this process for everyone, we provide a 360° feedback flowchart that illustrates each step in a transparent way.

What does the flowchart show? It starts with Select Raters: the employee (subject of the feedback) and their manager choose a circle of reviewers – typically including peers, direct reports (for managers), and sometimes internal customers or clients. Next is Feedback Collection: all raters, plus the individual for self-assessment, receive a questionnaire based on the competencies. We ensure the questions are behavior-based (e.g. “Demonstrates active listening in team meetings” rather than vague traits). The flowchart shows parallel streams of feedback coming in from these different sources, converging into a central point – the system that compiles the data.

After that comes Report Generation: our modern assessment platform automatically aggregates the ratings and comments. Visuals like bar charts compare self vs others on each behavior, and highlight where perceptions align or differ (e.g. the individual rated themselves high on “Collaboration” but peers rated lower – a potential blind spot). The flowchart indicates a “consolidated feedback report” ready for review.

Finally, Debrief and Action Planning: The flow moves to a meeting between the individual and their manager (and/or a coach) to discuss the feedback. Here, strengths are acknowledged and development areas are identified. Crucially, the flowchart ends with an Action Plan box – emphasizing that the outcome of 360 isn’t just a report, but a set of agreed next steps (training, coaching, new goals).

Throughout the diagram, we include checkpoints for confidentiality and anonymity, since peer feedback must be candid. We illustrate, for example, that individual peer responses are anonymized in the report (peers’ scores are averaged, comments are not attributed by name). We also embed best practices: the flowchart notes that feedback should be given 360° every 6 or 12 months (not just a one-off), and that it’s developmental (not directly tied to compensation decisions, to encourage honesty).

The benefit of using this flowchart with your team is clarity. It shows how we move from collecting inputs from all around an employee to actionable insights. This process yields a “more objective evaluation system with reduced bias and greater emphasis on development” compared to the old top-down review. Research backs this up: organizations that adopt regular feedback cycles see improved performance and lower turnover – one study found employees receiving ongoing feedback had 15.9% better retention than those who didn’t.

By laying out the 360° process visually, we ensure everyone understands their role (whether as a rater or recipient) and the value of each step. It demystifies multi-rater feedback and builds trust in the process. Once people see the fair and thorough nature of 360s, they become more open to giving and receiving feedback – which is exactly the cultural shift we aim for. Together with a solid competency framework, the 360° flow forms the backbone of a modern, growth-oriented performance development system.

What does this mean in practice? Suppose your leadership development program currently uses a generic set of competencies from a decade ago. We might suggest a refreshed framework emphasizing modern skills (e.g. Agility, Inclusive Leadership, Digital Literacy) alongside core management skills. Our gallery provides examples from various industries and roles: from sales competencies (like Consultative Selling, Customer Empathy) to tech team competencies (like Innovation, Collaboration, Coding Excellence), to leadership pathways. Each framework in the gallery comes with definitions and behavioral indicators. For instance, “Customer Empathy” might be defined with behaviors like “actively listens to client needs without interrupting”.

We don’t just hand over a catalog – we work with your HR/L&D stakeholders to pick and adapt the right competencies. This could involve workshops with your subject matter experts to validate which competencies correlate with success in specific roles. Often, we’ll co-create a custom competency model by selecting from the gallery and adding any unique ones for your culture. The result is a competency framework that employees actually recognize and find relevant, rather than abstract HR jargon.

To bring the framework to life, we also showcase a “gallery” of how competencies can be visualized and used. For example, we might display a competency profile card for an employee: a radar chart or bar chart showing their self-assessed vs peer-assessed ratings on each competency. (Our modernization includes introducing such visuals.) We highlight that modern frameworks aren’t static lists – they tie into the assessment platform, enabling features like personalized development tips per competency or grouping employees by strengths. By selecting the right competencies and structuring them well (often in tiers like core vs leadership competencies), we set the foundation for all your assessments and analytics to come.

In short, the Competency Framework Gallery accelerates the process of updating your models. You benefit from industry best practices and research-backed competencies, instead of starting from scratch. A strong, relevant framework ensures that subsequent 360° surveys or analytics truly measure what matters – the behaviors and skills that drive performance in your organization.