Privacy Policy

1. OUR COMMITMENT TO YOUR PRIVACY

TLC Online is the trading name of The Learning Curve (Online) Ltd and is the entity that primarily controls the Web Site and the click-360 platforms. The Learning Curve (Online) Ltd and its subsidiaries and affiliates (“TLC Online”) are committed to protecting and respecting any personal information you share with us.

 

This statement (the “Privacy Statement”) describes what types of information we collect from you, how it is used by us, how we share it with others, how you can manage the information we hold and how you can contact us.

 

We ask that you take time to read it carefully. We may update this Privacy Statement from time to time to reflect new uses, rules, regulations or technologies that impact your privacy. We recommend that users review our Privacy Statement on a routine basis to view any changes. This Privacy Statement will be continuously assessed against new technologies, best business practices and data protection regulations. This Privacy Statement applies to and governs data collection and usage at www.click-360.com and www.click-360selfdrive.com (the “Web Sites”), including the content, features, and any microsites, blogs and discussion groups that are a part of either Web Site. The Web Sites include certain pages hosted by third party service providers, which are branded to look like www.click-360.com and collect personally identifiable information and perform other tasks on behalf of TLC Online (“Branded Sites”). These Branded Sites are governed by this Privacy Statement unless indicated otherwise on the Branded Site. Please read this Privacy Statement in its entirety. IF YOU DO NOT AGREE WITH OUR PRIVACY STATEMENT, THEN DO NOT USE THIS WEB SITE. This Privacy Statement is incorporated into the terms of use for the Web Site www.click-360.com/terms.asp.

 

In 2015, TLC Online certified that it adhered to the Safe Harbor Privacy Principles of notice, choice, onward transfer, security, data integrity, access, and enforcement. To learn more about the Safe Harbor program please visit: http://www.export.gov/safeharbor/. Although the U.S.-E.U. Safe Harbor framework is no longer considered a valid data transfer mechanism in the European Union, TLC Online continues to comply with the relevant principles of the its framework and will certify compliance with its successor privacy protection framework by or before the end of the 2018 calendar year.

2. THE INFORMATION WE COLLECT AND HOW IT IS USED

You make the decision whether or not to proceed with any activity that requests personally identifiable information, but please be aware that if you choose not to provide the information requested, you may not be able to complete certain transactions with TLC Online.

 

Sometimes, such as when you register for a service or log in to a customer extranet site (such as Client Community), order a product, participate in a 360-degree feedback process (either as a participant or a rater) or make other requests or inquiries, we will ask for specific information about you in order to provide that product or service to you or respond to your requests or inquiries. We may collect certain personally identifiable information such as

 

  1. Name (including Title)
  2. Email Address
  3. Phone number
  4. The date and time you used our services
  5. The pages you visited on our website and how long you visited us for
  6. Your IP address
  7. The internet browser and devices you are using
  8. Cookie, Pixels or Beacon information
  9. The website address from which you accessed our website
  10. Details of any transactions between you and us
  11. Where you engage with us in a business context, we may collect your job title, company contact details (including email addresses), company details (some of which we may obtain from an online or public business directories)
  12. Voice recordings of calls you make to us
  13. Webinar recordings in which you participate
  14. “Live chat” records, and
  15. Any information within correspondence you send to us.

We may also collect information regarding your personal or professional interests, demographics, past experience with TLC Online products and services, detailed contact preferences or other personally identifiable information. We may use any information that we collect, including personally identifiable information, to tailor subsequent communications to you, including marketing and promotional communications, to administer and operate the Web Sites and our business and to provide and continually improve TLC Online offerings. In addition, we may use your information to undertake market analysis and research (including contacting you with customer surveys) so that we can better understand you as a customer and provide tailored offers, products and services that we think you will be interested in. We will only send marketing communications to you if you have provided your consent for us to do so or which we have obtained in the ways mentioned in the paragraphs below;

 

We undertake NOT to share information that we collect, including personally identifiable information, with resellers or other third parties in order to market their products and/or services to you.

 

We do, however, provide our users a choice as to whether or not they would like to receive marketing or promotional communications. Users may from time to time receive up-to-date information on products and services via our content marketing emails. Users may opt-out at any time from receiving these communications. Please see Section 3, Choice.

 

We may also periodically conduct business and individual user surveys because they provide us with important information that helps us to improve our products and services. Participation in such surveys is completely voluntary and you, therefore, have a choice whether or not to disclose this information.

 

Data you submit online may also be combined with other information you provide through other means of communication, such as postal mail.

 

As is true of most web sites, we gather certain information automatically and store it in log files. This information includes Internet Protocol (IP) addresses, browser type, referring pages, date/time stamp and click stream data. We use this information, which does not identify individual users, to analyse trends, to administer the Web Sites, to track users’ movements around the Web Sites and to gather demographic information about our user base as a whole. We do not link this automatically-collected data to personally identifiable information.

 

Our Web Sites include social media features, such as the Facebook “Like” button Widgets and the “Share” button. These features may collect your IP address, which page you are visiting on our Web Sites, and may set a cookie to enable the feature to function properly. Social media features are either hosted by a third party or hosted directly on our Web Sites. Your interactions with these features are governed by the Privacy Statement of the company providing it.

 

We provide virtual (online) and physical (face-to-face) training services to employers and their individual employees through our TLC Online training programmes. This Privacy Statement does not apply to information collected through those programmes, which is instead governed by a separate TLC Online Privacy Statement that will be made available at that time.

 

We do not retain personal information in an identifiable format for longer than is necessary.

 

A SPECIAL NOTE ABOUT TRACKING TECHNOLOGIES

 

Technologies such as: cookies, beacons, tags, and scripts may be used on the Web Sites by TLC Online and our marketing and analytics partners. These technologies are used for operation of the Web Sites or services that you request as a user of the Web Sites, such as to remember text you may have entered when you navigate back to the page in the same session. We also use technologies to provide optional features and functionality that you may access on the Web Sites.

 

For example, a cookie can help us identify whether you have downloaded materials in the past so that you won’t have to download them again. We use tracking technologies to customize and personalise the Web Sites based on preferences you may have expressed either directly by selecting an option or setting or indirectly by your prior use. We also use tracking technologies that collect information about how you use the Web Sites to analyse and optimise the performance of the Web Sites in order to give you a better user experience. In some cases, particularly with respect to measuring and analysing performance of the Web Sites, tracking technologies may be placed by our third party service providers. We and our third-party marketing and analytics providers may use beacons to help better manage content on the Web Sites. Beacons also may be used to understand and monitor online movements of users so that we may better understand and improve their experiences on the Web Sites.

 

We occasionally partner with third party ad networks to either display our advertising on our Web Sites or to manage our advertising on other sites. Our ad network partners use cookies, scripts, tags and web beacons to collect non-personally identifiable information about your activities on this and other web sites to provide you targeted advertising based upon your interests. If you wish to not have this information used for the purpose of serving you targeted ads, you may opt-out by clicking: http://preferences.truste.com/. European Union users may obtain additional information about online behavioural advertising and how to opt-out by clicking: http://www.youronlinechoices.eu/. Please note this does not opt you out of being served advertising, which means that you will continue to receive generic ads.

 

When you click on a link to an external web site or third party resource (including embedded widgets similar those provided by Facebook and Twitter), the third party may place a cookie from its own site. TLC Online does not control the dissemination of these cookies. You should check the relevant third party web site for more information about these cookies. Like other aggregated information from the Web Sites that does not identify individual users, we may analyse and share non-personally identifiable information collected through cookies with TLC Online subsidiaries, affiliates, and third parties, including our business partners and service providers, and in marketing materials and public disclosures.

 

Most web browsers automatically accept cookies but, if you prefer, you may take certain steps to control the use of cookies by modifying your browser to reject cookies or to notify you whenever a cookie is sent to your hard drive. You can learn more about cookies and ways to manage them at: http://www.allaboutcookies.org/. Please be aware that restricting cookies on the Web Sites may impact the functionality and performance of the site.

3. CHOICE

We may use your personally identifiable information for purposes not directly related to products and/or services you have requested or other requests or inquiries you have made, such as to send you email communications, information about our discussion forums and user groups and customer service communications information on new products or offers and information from TLC Online’s partners unless you direct us not to do so by opting-out at the point where the information is collected. Additionally, you may opt-out from use of your personally identifiable information collected online for the purpose of sending such marketing or promotional communications at any time by clicking on the Unsubscribe button clearly marked in the footer of such communications. Alternatively, you can send an email to info@click-360.com.

 

We will retain your information for as long as needed for the purposes for which it was collected, and in accordance with our retention policies, as applicable. We will retain and use your information as appropriate to comply with our legal obligations, resolve disputes, and enforce our agreements.

4. SHARING OF INFORMATION

Unless TLC Online has your permission or is required by law, or except as otherwise set forth in this Privacy Statement, TLC Online will not sell, rent or lease your personally identifiable information to others, except in order to provide you with the products and services you request. TLC Online will only share the personally identifiable information you provide online with other TLC Online affiliates, resellers or other marketers of TLC Online’s products, TLC Online’s partners and/or service providers who may be used to ship products, provide technical support, handle order processing, or otherwise act on TLC Online’s behalf for the purpose of marketing and providing TLC Online products and services, administering and operating the Web Sites and our business and sending marketing and promotional communications. TLC Online may also share your information with its affiliates so that they may provide you with information about their own products and services and for other marketing and promotional purposes.

 

Please remember that when you submit information to a discussion group or some other public or online forum, the information submitted will be deemed public information and will not be considered confidential or treated by TLC Online as other personally identifiable information you specifically provide to TLC Online, which is subject to this Privacy Statement. On our Client Community site, you may remove information you posted to the “Collaborate With Others” section of the site. In some cases, we may not be able to remove your personally identifiable information, in which case we will let you know if we are unable to do so and why.

 

We may share or disclose your personally identifiable information if such disclosure is necessary to: (a) comply with legal process (such as a court order) or other legal requirements of any governmental authority; (b) protect our rights or property; (c) protect the interest of users of the Web Sites, other than you, or any other person; or (d) operate or conduct maintenance and repair of our services or equipment, as authorised by law.

 

Notwithstanding the foregoing, as a result of the sale, merger, consolidation, change in control, transfer of substantial assets, reorganization or liquidation of TLC Online, we may transfer, sell or assign information concerning your use of these Web Sites, including without limitation, personally identifiable information, to third parties involved in the transactions listed above. In the event of such transfer, sale or assignment, notice will be given in accordance with Section 8, Notification of Changes, below.

5. LINKS

TLC Online may provide you with links to other websites that may be operated by companies not affiliated with TLC Online. Please be aware that TLC Online is not responsible for the privacy practices or the content of such websites. TLC Online does not endorse them or make any representations about them or any information, services, products or materials found on them. Linked websites may have their own privacy policies or notices, which we strongly suggest you review if you visit any linked websites. We are not responsible for the content of any websites that are not affiliated with TLC Online, any use of those websites, or the privacy practices of those websites.

6. DATA TRANSFER AND SECURITY

We may transfer the personally identifiable information we collect about you to countries other than the country in which the information originally was collected. Those countries may not have the same data protection laws as the country in which you initially provided the information. When we transfer your information to other countries, we will protect that information as described in this Privacy Statement and in accordance with applicable law.

 

We will take steps intended to safeguard personally identifiable information stored on our systems from unauthorised access or disclosure. Unfortunately, no data transmission over the Internet can be guaranteed to be 100% secure. As a result, we cannot ensure or warrant the security of any information you transmit to us or from our online services, and you do so at your own risk.

7. HOW TO ACCESS AND CORRECT YOUR INFORMATION

TLC Online strives to keep your personally identifiable information accurate and up-to-date. Should you find inaccuracies in your personally identifiable information and wish to amend, correct or delete the same, please contact us through one of the communication methods described below in Section 12, Contacting Us. To the extent required by applicable law, TLC Online will respond to requests to update personally identifiable information within 30 days of the reception of the request.

You have the right to:

  1. Ask for a copy of the information that we hold about you
  2. Correct and update your information
  3. Withdraw your consent (where we rely on it). Object to our use of your information (where we rely on our legitimate interests to use your personal information) provided we do not have any continuing lawful reason to continue to use and process the information. When we do rely on our legitimate interests to use your personal information for direct marketing, we will always comply with your right to object
  4. Erase your information (or restrict the use of it), provided we do not have any continuing lawful reason to continue to use and process that information
  5. Transfer your information in a structured data file (in a commonly used and machine-readable format), where we rely on your consent to use and process your personal information or need to process it in connection with your contract.

You can exercise the above rights and/or manage your information by contacting us using the details in Paragraph 12 below.

 

To opt out of all future marketing and promotional correspondence from TLC Online, please email us at www.info@click-360.com or follow the unsubscribe instructions contained in the email communications you receive. To the extent required by applicable law, your request will be met within 10 business days.

8. NOTIFICATION OF CHANGES

TLC Online reserves the right to make changes to this Privacy Statement. If we make a material change to this Privacy Statement that results in the use of personally identifiable information that is inconsistent in material respects with the practices described at the time of collection, we will notify you and provide you with the choice as to whether or not you will allow us to use your information in this different manner. In the event there is a material change in our privacy practices that does not affect user information already stored in our database, a notice will be posted on our Web Site notifying all users of the change.

9. CHILDREN

TLC Online does not knowingly collect personally identifiable information from users under the age of 13. Children under 13 should not send any information about themselves to TLC Online. If a child under 13 submits information through any part of the Web Sites, and TLC Online becomes aware that the person submitting the information is a child, we will attempt to delete this information as soon as possible.

10. (FOR CALIFORNIA RESIDENTS) CALIFORNIA PRIVACY RIGHTS

California law gives California residents the right to ask us for a notice describing the categories of personally identifiable information we share with third parties or affiliates for their direct marketing purposes. The notice will identify the categories of information shared and will include a list of the third parties and affiliates with which it has been shared, along with their names and addresses. If you are a California resident and would like a copy of this notice, please contact us through one of the communication methods described below in Section 12, Contacting Us. Please allow 30 days for a response.

11. ACCEPTANCE OF PRIVACY STATEMENT

By using the Web Sites, you signify your assent to our Privacy Statement. If you do not agree with this Privacy Statement, please do not use our Web Sites. Your continued use of this Web Sites following posting of changes to these terms will mean you accept those changes.

12. CONTACTING US WITH COMMENTS AND CONCERNS

Policy, please contact us: via email at +44 845 313 3357, or by mail to: TLC Online, The Long Barn, Mouse den Farm, Halls Hole Road, Tunbridge Wells, TN2 4RF. If you have any questions or concerns about personally identifiable information with regards to employment applications please ask to speak with our CEO, Colin Newbold, by telephone at +44 845 313 3357.

 

If you have an unresolved privacy or data use concern that we have not addressed satisfactorily, please contact our CEO at cpn@click-360.com or by telephone at +44 845 313 3357.

 

If you are still unhappy, you have the right to lodge a complaint with a data protection regulator in Europe, in particular in a country you work or live or where your legal rights have been infringed. The contact details for the Information Commissioner’s Office, the data protection regulator in the UK, are below:

Post:

Information Commissioner's Office
Wycliffe House
Water Lane
Wilmslow
Cheshire
SK9 5AF

Call:

0303 123 1113

Email:

casework@ico.org.uk.

Our clients

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“With a client-centred approach from the start, TLC Online impressed me immensely. I am happy to give them
my professional backing. TLC’s product was assessed to be the ‘right fit’ for the Safe Information Group, and
more than that, the company was professional, easy to discuss issues with and extremely responsive to
suggestions for minor improvements/alterations. If you are serious about managerial development, seriously
consider the use of TLC’s  product.”

– Gareth Way - HR & Training Director, Safe Information Group Europe

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“Linklaters is a global law firm, advising the world's leading companies, financial institutions and governments.So when a survey clearly identified the need for a more collaborative culture, they acted fast and they acted globally. click-360 is a robust application that can be used anywhere in the world. This was demonstrated during its use by the global Information Systems and Support department over a period of two years. Being highly accomplished IT experts, the 300 staff who participated in the 360-degree feedback tested the application to its limits. The product exceeded their expectations. The survey implementation included raters based in North and South America, as well as in mainland Europe and Asia. It passed all their tests with flying colours.”

– Linklaters ISS

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“Swiss Re is one of the world's largest and leading reinsurers. Its Life and Health business has achieved nearly 400% growth over the last nine years and it needed a management development programme which would reflect its leadership. In this implementation, click-360 was deployed across a management population of 60, plus senior directors and the CEO. Results were shared in a series of two-day workshops where small feedback groups were facilitated by feedback coaches. One-to-one time was made available to all participants during the two days.”

– Swiss ReSwiss Re logo

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“Some business contributions are not easily measured in £'s. But I have no doubt that the click-360 process has been of fundamental value to our business. TLC have been a tremendous partner in assisting with our focused and targeted approach to executing a 360 Leadership process across our global organisation... TLC have always been there to support the entire process with a relentless focus on achieving the project objectives and deliverables. They are able to offer a high value bespoke service at a very reasonable cost. The tool is excellent value for money.”

– Denis Kerrigan, former Director, Global Learning and Development, Harman International

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“TLC Online has developed the systems to be incredibly easy to use, which means response rates are maximised. We have received lots of feedback that says the design of the sites and the style of questions are just right. This ensures employees are able to provide accurate feedback as simply as possible, and gives us valuable insights for development planning.”

– Joan Hodgins, former Global Head of Leadership Development Diageo

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“TLC’s Online click-360 system gives us detailed and accurate insight into the progress made at senior level. Ultimately, a more effective leadership team will make better decisions on behalf of its constituents, and the people of Reading will be happy to learn that through this initiative we are doing all we can to look after their collective interests.”

– Reg Friddle, former Head of Learning & Development, Reading Borough Council

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“We used Click-360 for the first time this year after a change from our usual provider. We were so impressed with how easy they were to do business with and how the end online digital reports looked. The team were able to deliver to tight deadlines and updated us throughout the whole process. The portal itself was also very simple to use and I was able to pull out reports with just a simple click. They also provided great value for money and we will be most definitely using them again next year.”

– Jaz Sandhu, Learning and Development Advisor, RHP

RHP logo

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Frequently asked questions

What can people discover about themselves?

360 feedback should not bring any surprises to participants. Most of the time it provides reassurance about the behaviours that are working well. It should help them to understand how their behaviour is perceived by others and confirm the behaviour that is most likely to get results. If implemented appropriately, it can give good information about:

  • The difference between the way individuals see themselves and how they are perceived by others
  • The differences between the perceptions of different groups of respondents (for example, do the participant’s direct reports have a different view to his or her line manager?)
  • Helping to make performance management a more objective and fair process.

What are the common terms used for the people involved?

There are two sets of people involved: 1) the person getting the report and 2) the colleagues who contribute their feedback. Common terms for each set:

  • Participant, Participant, Subject, Ratee
  • Rater, Respondent, Feedback Provider

click-360 uses the term Participant for 1) and Rater for 2).

What concerns may people have?

360 feedback is a sensitive issue. The Chartered Institute of Personnel Development in the UK (CIPD) has come across instances where the reported feedback has been questioned by individuals, much of which can be traced to inappropriate implementation. In general, if individuals are going to trust the 360 feedback process, practitioners must ensure that:

  • Issues of confidentially are clearly communicated, detailing who will have access to the data and for what purpose
  • It is clearly stated how feedback will be given and by whom
  • The process for identifying raters is clearly set out with participants having significant opportunity to input
  • Sufficient time is allowed to pilot the process and to consult with individuals and employee groups on both the design and implementation of the process
  • Both participants and raters are adequately briefed on the process, how to complete the relevant questionnaire screens and the aims and objectives of the exercise
  • Adequate opportunity is given for people to comment and raise their concerns
  • People are not forced or coerced to take part by managers
  • Feedback is never attributable to any one individual (with the exception of a line manager) and that feedback reports and development plans are kept secure and data protection rules complied with
  • The process is constantly monitored and evaluated, all concerns acted on and any changes adequately communicated.

In organisations that do not have a tradition of open feedback or upward communication, it is likely that 360 feedback will be seen with greater levels of mistrust. This can be overcome with sufficient attention to the above issues but may also have to be accompanied with some pertinent challenges to the prevailing culture to establish higher levels of trust.

Generally, an organisation may not be ready for 360 feedback if is in the middle of a change programme which includes downsizing or restructuring and where the aims and objectives can be misinterpreted.

What does a good questionnaire look like?

Questionnaire wording

  • Questions should be relevant to the participant’s job. If they are not, the participant will not be motivated to change or understand what changes are required
  • Each question should be concise, use plain English, and omit qualifiers, such as ’when appropriate‘ and ’as necessary‘. Vague, complex questions rarely produce clear feedback
  • Each question should be similar to other questions used to measure a particular competency, and be different from all other questions relating to other competencies. Muddled competencies make muddled feedback.
  • Questions should set standards, for example ’Makes decisions‘ is a poor question, because the decisions made could be unclear, late, autocratic, or wrong
  • Questions that ask more than one thing should also be avoided, for example ‘Makes decisions which are clear, timely and well-judged”.

‘Free text’ questions

These provide the opportunity to add comments in support of the answers to the rated questions. They can be enormously helpful. In the final report, the participant can look for frequently used words or phrases, and for common themes which explain or expand on the report’s findings. When wording these questions avoid the use of HR jargon and use clear language, for example ’what does the participant do well‘, and ’what does the participant need to improve?’

Rating (or ‘likert’) scale

The most commonly used scales in our experience are:

  • ‘Frequency’ scale (for example, from ‘never’ to ‘always’). The problem with this type of scale is that it confuses ability with opportunity.
  • ‘Extent demonstrated’ scale (for example from ‘to a very small extent’ to ‘to a very great extent’)
  • ‘Agreement’ scale (for example from ‘strongly disagree’ to ‘strongly agree’)

A performance scale, from ‘poor’ to ‘excellent’ for example, is recommended but may not fit well with the question structure. Whichever scale is used, each question should be concise, use plain English, and omit qualifiers, such as ’when appropriate‘ and ’as necessary‘. Vague, complex questions rarely produce clear feedback.

What does a helpful feedback report look like?

A good 360 report has summary graphs comparing Self scores for each competency/behaviour to the scores in all the other rater categories. It also breaks down each competency with detailed graphs that show each question (or behavioural indicator/statement), again with Self scores compared to the scores by rater category. If the graphs also show the ‘spread’ or range of scores, this will tell the participant just how much concensus there is (or not) among each category. Other things to look for:

  • Comments clearly identifiable by rater category but not by individual name
  • Top 10 rated questions (highlights) and bottom 10 (lowlights)
  • Comparison between this participant’s scores and all others in the same cohort (if relevant)
  • It is also helpful if the report leads on to a development planning template.

Helping people make good use of their feedback

In simply giving someone their feedback report and leaving them to work out its implications for themselves, not much will change. Most people need the help of a skilled coach to use their feedback to produce a personal development plan that is practical, relevant, short term, and aims for tangible results. The coach will help the participant to:

  • Focus on their goals – this gains their commitment to change
  • Put the feedback into the context of what is expected of them, and of their goals, and of the skills and abilities and moreover behaviours they need to achieve those goals
  • Work out for themselves the important messages from their feedback report (rather than just telling them what it says)
  • Identify the things that they need to achieve and to come up with a realistic, short-term, low-cost and engaging plan for doing that. That plan will take into account possible obstacles that they could foresee, opportunities for getting support, how to involve their manager where appropriate, and how they will check on their progress.
  • What kind of summary reports are useful?

    A summary 360 feedback report for a group of people - a team for example, or a group of delegates on a development programme - can give a sense of perspective. At click-360, we call these ‘organisational insights’ and have over 20 different reports to choose from. These insights can enable individuals to gauge their performance against others, and to assess their group against other groups. In the hands of a skilled facilitator, a good group report challenges thinking, raises new questions, and promotes good decisions. It should enable organisations to make better judgements about their people’s capabilities, which can help with project resourcing, succession planning and
    general talent management.

    Choosing an online 360 feedback provider

    Search Google UK for ‘online 360 feedback’ and you'll get over 1.5 million matches. There is a huge choice of providers, and no doubt each will do 360 feedback slightly differently. In choosing a provider, it is important to ask the questions that will result in a system that fits your organisation’s specific needs, and complies with regulatory requirements and best practice.

    • Is it an easy, step-by-step process, with clear guidance and online help?
    • How flexible is it? Can it use your competencies? Can you choose the rating scale? Can you add your branding, extra supporting information and help pages? Will it cope with the number of users anticipated?
    • Is it easy for Participants to own the process, by requesting their own feedback, designing their own questionnaires, being involved in selecting, briefing and following up their respondents?
    • How intuitive is the questionnaire interface? How well does it display on a hand-held mobile device…is all the functionality there?
    • How useful are the feedback reports? How easy to read and interpret? How does a report display on a hand-held mobile device…is it easily navigable?
    • How much administration is involved? Does it minimise the opportunity for human error, and allow those that do occur to be quickly corrected?
    • Does it run on the Internet or on an intranet? If the latter, is it compatible with existing software, how will it be affected by changes or upgrades, and what are the maintenance overheads and security implications? If on the Internet, do people have access, and if not, what is involved in setting up access?
    • How responsive is the provider to requests for changes?
    • How is confidentiality protected?
    • Does the supplier offer strong information security? The ISO/IEC 17799 Code of Practice for Information Security Management establishes guidelines and general principles for organisations.
    • How accessible is the system to people with disabilities? The Disability Discrimination Act 1995 (DDA) requires service providers to ensure the services they provide are accessible to people with disabilities. The DDA requirement applies to services delivered via the Internet and it applies to all businesses and all public sector organisations.
    What is 360 degree feedback?

    Also known as 360 degree appraisal and multi-rater feedback, 360 is the process by which you evaluate yourself against a set of behavioural statements (often linked to a competency framework) and you invite a set of colleagues to do the same (typically manager/ peers/ direct reports/ other stakeholders). You receive a gap analysis between how you perceive yourself and how others perceive you. Effective 360-degree feedback processes also include development planning and coaching sessions.

    The power of 360 feedback is based on the premise that ‘How you see yourself is all very well, but it is how others see you that will likely determine the results you get.’

    360 feedback online
    Traditionally, 360 feedback was collected using pen and paper questionnaires. The opportunity to do 360 feedback online has done much more than reduce the time and effort required to distribute questionnaires and collate the answers.

    Questionnaires are now interactive, so that:

    • Participants can choose which competencies to receive feedback on
    • Confidentiality is improved, as questionnaires and reports can be protected by passwords
    • Questionnaire rules can improve the quality of feedback by, for example, requiring that a minimum number of questions are answered, and a minimum percentage of critical feedback, or of positive feedback
    • Accuracy is improved - an online system can ensure that essential data is provided.

    Other benefits of online 360 systems are:

    • Reports are available online; answers can be collated instantly, so reports are immediately available and up-to-date. Reports can also include comparison with previous feedback
    • The amount of administration required is much reduced. Individuals can be responsible for managing their own feedback, for requesting feedback and for chasing late questionnaires
    • Demographic information can be collected, and the fact that data is held in a database simplifies analysis and the production of summary reports.
    What type of information should be targeted in the survey?
    • Behaviours – the way that participants go about doing their job (the HOW rather than the WHAT)
    • NOT personality traits or styles

    Often, the questions are drawn from the competency framework that supports the organisation’s performance management system.

    What are the benefits of 360 degree feedback?

    To the individual:

    • Perception is reality and this process helps individuals to understand how others perceive them
    • Reinforces and builds on strengths
    • Uncovers blind spots
    • Feedback is essential for learning
    • Individuals can better manage their own performance and careers
    • Provides quantifiable data to individuals on soft skills

    To the team:

    • Increases communication between team members
    • Makes it ok to give and receive feedback generally (ie outside of the formal 360 process)
    • Higher levels of trust and better communication as individuals identify the causes of conflict
    • Better team environment as people discover how to treat others in the ways they want to be treated
    • Supports teamwork by involving team members in the development process
    • Increases team effectiveness

    To the organisation:

    • Reinforces corporate culture by linking survey items to organisational leadership competencies and company values
    • Better career development for employees
    • Aids succession planning – leads to promotions from within
    • Underpins talent management generally
    • Improves customer service by having customers contribute to the evaluation process
    • Provides quantifiable data to organisations on soft skills
    • Leads to relevant and tailored learning & development solutions
    How has 360 degree feedback changed over the years?
    • Participants were originally senior executives only. Now 360 is open to individuals at all levels of the organisation
    • Delivery method used to be paper or scanned forms. Now 360 is paperless, using web-based surveys
    • Surveys used to be rigid and inflexible. Now they are locally customised by the user organisation or third-party provider
    • Feedback used to focus on numerical ratings. Now there is targeted commentary provided for each survey item (qualitative as well as quantitative data)
    • Cost used to be expensive. Now it is scalable and affordable.
    • click-360 is the only UK product to offer simultaneous rating. This allows questionnaire completion on several participants at the same time (on the same screen). This allows the rater to think in relative, not just absolute, terms about each one. Set in the context of our slidey scales, simultaneous rating speeds up the process while providing greater accuracy.
    • click-360 digital reports, optimised for mobile hand-held devices, allow the integration of a workbook and action planner, even development suggestions

    How do I know if my organisation is ready to conduct 360 degree feedback?

    By conducting a 360 readiness review, you can determine if your organization is ready to conduct 360 degree feedback. The review should include topics such as:

    • 360 awareness: understanding of 360 and how the process works. Outcomes.
    • Purpose: what are you using 360 for? What do you hope it will achieve? Is it to assess someone or to develop someone?
    • Support - belief that the organisation and manager would support development processes
    • Feedback climate – there needs to an environment of trust that the information would be used for development purposes and that people would be fair (belief in confidentiality and usage)
    • Openness - willingness to give and receive feedback

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