Talent Toolbox

EDASurveys™ offers an easy to use 360 survey solution. You can use one of the pre-built templates including pre-built competencies, or create your own 360 with your own competencies. Why are 360 surveys important? 

 A 360 survey is important for several reasons: 

1. Multiple perspectives: A 360 survey gathers feedback from multiple sources, such as supervisors, peers, subordinates, and sometimes self-assessments. This comprehensive approach provides a holistic view of a leader's performance, capturing insights from individuals who interact with the leader in different capacities. It offers a broader and more balanced perspective on the leader's strengths, weaknesses, and areas for improvement.

2. Self-awareness and growth: A 360 survey provides leaders with valuable insights into their own performance and behaviors. It helps leaders gain a better understanding of how their actions and decisions are perceived by others, highlighting blind spots or areas where they may have a different perception of their own effectiveness. This self-awareness allows leaders to identify areas for growth and development, fostering personal and professional improvement.

3. Development and coaching: The feedback received through a 360 survey serves as a basis for leadership development and coaching initiatives. It helps leaders and their organizations create targeted development plans and interventions that address specific areas of improvement. By leveraging the feedback, leaders can enhance their skills, address gaps, and become more effective in their roles.

4. Stakeholder engagement: Engaging various stakeholders in the feedback process, such as subordinates and peers, demonstrates a commitment to inclusiveness, collaboration, and employee voice. It creates an opportunity for stakeholders to share their perspectives, concerns, and suggestions, fostering a sense of involvement and ownership in the leadership development process. This, in turn, can improve trust, communication, and overall engagement within the organization.

5. Performance evaluation and accountability: A 360 survey can contribute to a more comprehensive and well-rounded performance evaluation system. By incorporating multiple perspectives, it provides a more accurate assessment of a leader's performance, going beyond the perspectives of a single rater. This helps ensure fairness, accountability, and alignment with organizational goals and expectations.

6. Organizational culture and improvement: A 360 survey can contribute to shaping a feedback-oriented culture within an organization. By encouraging open and constructive feedback, it promotes a learning mindset and a culture of continuous improvement. It signals that feedback is valued, and leaders are committed to personal and professional growth. Over time, this can lead to improved communication, collaboration, and a higher level of performance across the organization.

In summary, a 360 survey is important because it provides a comprehensive view of a leader's performance, fosters self-awareness and growth, informs development initiatives, engages stakeholders, enhances performance evaluation, and contributes to a feedback-oriented organizational culture. By leveraging the diverse perspectives captured in a 360 survey, leaders can enhance their effectiveness and contribute to the overall success of their teams and organizations. 

To get started with your 360 surveys, click here.

About EDA, Inc. 

EDA, Inc., a world-class human capital firm with powerful Employee Experience platform, providing SaaS and AI solutions, premium executive development services and leading industry research. EDA’s services include.

• C-Suite & Executive Coaching,
• Custom Executive Development,
• Succession Planning,
• Assessment & Selection Services, and
• High-Potential Development.

It is our pleasure and passion to help organizational leaders create conducive workforce environments so that they can attract, retain, and develop top talent and advance their mission and strategy.