When TGC started doing the 360 feedback service for us, they made our preexisting survey a lot better. The questions were updated and made more insightful. TGC took care of all the steps that go back and forth in setting up the survey process, and at the end, they made sure of a quick turnaround, returning their detailed survey output efficiently. We have really enjoyed working with them. It’s just an invaluable service.

—Suzanne Awn, Director of Human Resources, Piedmont Plastics

Why 360 feedback?

Why do managers need multiple perspectives on their work performance? No matter how sensitive and perceptive managers are, they’re still limited by subjectivity—the fact that as humans, we cannot step outside of ourselves and be objective about our performance as leaders and communicators. As a result, we require others’ feedback to understand our abilities fully. We need to measure our self-evaluations alongside the feedback of peers, reports, and supervisors.

Over time in our careers, we all tend to make assumptions about ourselves—how we’re affecting people, how we’re viewed, and how we’re evaluated. Without regular outside data and reality checks, we run the risk of becoming our own worst enemy—unfairly criticizing and holding ourselves back. Or, we become too complacent or content with our performance when, in fact, we have the opportunity to make changes and become more effective.

If your self-evaluation is out of alignment with your coworkers’ impressions, this discrepancy is a valuable signal that you have opportunities for change and growth as an individual and a team member.

What advantages does TGC’s 360-feedback service offer?

We collaborate with clients to create unique feedback questionnaires geared toward the specific goals of the organization. TGC constructs the process according to what you require, because the feedback is only valuable if it considers questions relevant to your workplace culture. If your organization is testing new competencies among managers, we will come up with questions that relate directly to those initiatives. And we will only implement a questionnaire once it has been tested and approved.

We offer tailored 360 feedback at an affordable rate. Larger third-party vendors are often too costly for small- to medium-sized businesses. What’s more, because of their size, such operations can only provide boilerplate questionnaires with little accommodation to an organization’s specific goals. TGC combines affordability, value, and customization.

Third-party administration of the 360-feedback service assures participants of neutrality. Whether the feedback providers are supervisors, peers, or direct reports to the individual being assessed, they can feel confident regarding the unbiased nature of our service, given that we are not part of the organization. By having an outside consultancy handle this process, you will get honest, insightful, and detailed responses—and, best of all, they’ll reveal more opportunities for your managers.

Results are data-driven and comment-enhanced. TGC pursues more than just raw data, ratings, and yes-or-no responses. A questionnaire can’t anticipate every issue, so it’s important to ask open-ended follow-ups and elicit voluntary comments. Unless the process includes this responsiveness and flexibility, opportunities go unnoticed. We encourage respondents to provide thoughtful commentary that we then incorporate into our final reports.

Final reports include analysis informed by decades of HR expertise. TGC will not merely hand off data and participant responses at the end of each feedback session. We examine responses, notice patterns, consider the context and goals of the organization, and provide expert insights and suggestions to guide future coaching. Anyone can ask boilerplate questions and tabulate responses; only an expert can ask the right questions and help you deeply understand how the answers should drive change.

For more information on our 360-feedback service, please submit an inquiry through our contact page.