Pre-Survey Communication
Subject & Rater Training
Subjects & raters should fully understand the purpose and processes around the 360 survey, as well as their role before the survey is launched. These communication templates cover the most important points and can be edited as needed to fit your specific processes and procedures.
Who Are the Raters?
Ensure subjects have a general understanding of who is rating them. While reporting will maintain confidentiality, subjects should know the pool of people that were invited within each rater group (Direct Reports, Peers, etc.). This will provide important context when the subject is reviewing their individual report.
Manager 360 Survey Setup
Number of Subjects per 360 Survey
The number of subjects you include in each 360 survey round depends on the below items:
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Bandwidth: When conducting 360 surveys, it's important to remember that each subject will have multiple raters, and some employees may serve as raters for multiple subjects. To ensure a smooth process, it is recommended to avoid hosting 360 surveys for all managers in your organization simultaneously. Instead, we recommend to divide them into groups based on teams, departments, or locations. This approach will help manage the workload and ensure a more efficient survey process.
- Reporting: To generate comprehensive reports, the platform generates reports for both individual subjects and groups (all subjects within a survey). If you want to access reports for all managers within each department, it is recommended to create a separate survey for each department. This will allow you to pull individual reports for each manager as well as reports for the entire department.
Number of Raters per Subject
The number of raters you have for each subject will depend on the rater groups you want to include and the surveys confidentiality threshold you have set up.
The minimum data threshold gives you the flexibility to set a data threshold for your rater groups. The self and supervisor rater groups will always display data at a threshold of 1. All other rater groups will display data at the minimum data threshold that you have set.
If you set your data threshold to 3, it is recommended to include at least 5 raters for each rater group, excluding the self and supervisor groups. By including 5 raters, you increase the chances of having at least 3 people within each rater group complete the survey. If a rater group does not meet the minimum data threshold, the data from all rater groups (excluding self and supervisor) will be combined into a single group called "All others".
Action Coach
The action coach feature enables you to send subjects their final reports and pre-built emails that include valuable tips, informative articles, and guidance on how to make the most of their Manager 360 data. For detailed instructions on setting up action coach emails, please refer to this article.
Post 360 Protocols
Manager Debrief
Subjects should debrief their survey results with their immediate manager once they receive their individual report. Typically, manager feedback is the one rater group that is non-confidential since the subject will likely have a single manager. For this reason, a subject/manager debrief can provide a chance for the subject to clarify feedback and begin prioritizing action items.
Subject Coaching
A coach can provide time to review a subject’s individual report to ensure understanding and can also help a subject prioritize opportunities to begin action planning. This adds an important layer of accountability and clarity for the subject. The coach should be someone that has a deep understanding of the reporting and coaching skills (i.e., a manager, HR professional, executive coach, etc.).
If you would like People Element to be that coach, reach out to your People Element contact for additional details.
Action Accountability
Each subject should be held accountable for taking action on their 360 survey results. The expectation should be that they create an action plan to target key opportunities. They should report their progress to someone internally such as their manager or coach.