360-Degree Feedback
Development starts with honest feedback.
How do your employees and managers come across to those around them – and how do they see themselves? The interplay of self-assessment and external feedback creates a data-based strengths and development profile – ideal ahead of important people-development decisions such as promotions, role changes or development programmes. We handle the design, execution and evaluation – you receive concrete recommendations that can be translated directly into measures.
360-Degree Feedback – in brief
360-degree feedback means the multi-perspective assessment of a person by managers, peers, team members, where relevant customers, and their own self-assessment. It makes competencies, strengths and development areas visible. Edl Consulting designs and guides the process – structured, efficient and with clear recommendations for people development.
Your Benefits
Self-image meets external image – development potential becomes visible
The right basis ahead of promotions and role changes
Individual strengths profiles instead of one-size-fits-all development programmes
Greater acceptance – feedback from multiple perspectives instead of a single assessment
How we work together
These are the steps we take toward your success.
Objectives & questionnaire design
Together we define the occasion, the target group and the competencies to be assessed – and design the questionnaire to match your requirements.
Defining feedback providers & execution
We identify the relevant perspectives, invite the feedback providers and run the survey on a tool basis.
Evaluation & profiling
Each person receives an individual strengths and development profile – including a comparison of self-perception and external perception.
Results discussion & action plan
We present the results in person and jointly derive concrete development measures – tailored to role, goal and context. On request, we provide support in the form of coaching.
Objectives & questionnaire design
Together we define the occasion, the target group and the competencies to be assessed – and design the questionnaire to match your requirements.
Defining feedback providers & execution
We identify the relevant perspectives, invite the feedback providers and run the survey on a tool basis.
Evaluation & profiling
Each person receives an individual strengths and development profile – including a comparison of self-perception and external perception.
Results discussion & action plan
We present the results in person and jointly derive concrete development measures – tailored to role, goal and context. On request, we provide support in the form of coaching.
These terms make getting started easy for you.
Clear hourly rates
Billed strictly by the hours actually worked – transparent and easy to follow.
No upfront or minimum fees
No setup fee, no base retainer, no minimum commitment – you take zero risk.
Flexible & scalable
As much or as little support as you actually need.
No unnecessary lock-in
We stay on board exactly as long as you need us.
Frequently asked questions
Get started
Interested in 360-Degree Feedback?
In a free initial consultation we clarify how we can concretely support you.
Knowledge and experience on 360-Degree Feedback
Successful 360-degree feedback: tips, do’s & don’ts
360-degree feedback is a powerful employee evaluation method that goes far beyond traditional manager-employee feedback. Read here how to use 360-degree feedback effectively, what best practices there are and what mistakes should be avoided.
Panel: Feedback & Survey Solutions
Curious about the best tools for gathering meaningful employee feedback and running impactful surveys? Join our expert panel featuring speakers from Leapsome, EVAL EA, and functionHR. This session offers practical insights into choosing and implementing the right feedback tools.
Making the invisible visible – the 360° feedback
Feedback is now part of everyday work for many of us. The word is omnipresent and yet it is often not used to create actual added value for employees.
