Admin fatigue can drain your business!
Customizing competencies, scales & reports takes forever.
Rater fatigue is all too real!
People often have to rate multiple participants - leading to disinterest & low completion rates.
Business fatigue can derail projects!
Overblown admin & tech costs can make projects impractical!
ECHO360 Reimagines it all!
It is the easiest way to administer, customize, deliver & complete multi-rater feedback surveys.
When done right, a simple 360 degree feedback exercise can be a powerful way to gather perception gaps, identify hidden strengths, uncover blind spots and understand managerial effectiveness.
It lets organizations collect anonymous feedback from a variety of stakeholders such as self, direct reportees, peers, managers, senior managers and, wherever applicable, customers. Depending on the range of feedback required, our platform also lets you configure a 90 degree, 180 degree or 270 degree feedback.
This information becomes crucial for Training Needs Identification, High Potential Identification, Performance Appraisal and Leadership development decisions! But no one is happy with the strain on admins, raters and the business.
Read on to see how ECHO360 relieves some of the admin, rater and business fatigue you may be facing!
Dynamic pricing slabs to halve the cost!
Relieving business fatigue
A 360 feedback survey collects responses
from multiple perspectives.
It helps measure:
Professional competencies and skillsRole specific Behavioral traitsPerceptions about the employeeSubjective subjects(like leadership qualities, ability to work in a team and communication effectiveness)
Performance in specific work situationsTest Description
360 degree feedback stands apart from conventional appraisals because of its multi-rater approach. The platform collects ratings from multiple sources to get feedback from peers, bosses, direct reports, and customers.
Depending on the range of feedback required, we can also configure a 90 degree, 180 degree or 270 degree feedback on the same tool.
It is rolled out in the form of a survey where feedback-givers rate the feedback-seekers. The platform allows participants to rate individually, all at once or as per role. These ratings parameters are related to relevant skills, competencies and behaviors.
Depending on the range of feedback required, we can also configure a 90 degree, 180 degree or 270 degree feedback on the same tool.
It is rolled out in the form of a survey where feedback-givers rate the feedback-seekers. The platform allows participants to rate individually, all at once or as per role. These ratings parameters are related to relevant skills, competencies and behaviors.
360 degree feedback stands apart from conventional appraisals because of its multi-rater approach. The platform collects ratings from multiple sources to get feedback from peers, bosses, direct reports, and customers.
Depending on the range of feedback required, we can also configure a 90 degree, 180 degree or 270 degree feedback on the same tool.
It is rolled out in the form of a survey where feedback-givers rate the feedback-seekers. The platform allows participants to rate individually, all at once or as per role. These ratings parameters are related to relevant skills, competencies and behaviors.
Depending on the range of feedback required, we can also configure a 90 degree, 180 degree or 270 degree feedback on the same tool.
It is rolled out in the form of a survey where feedback-givers rate the feedback-seekers. The platform allows participants to rate individually, all at once or as per role. These ratings parameters are related to relevant skills, competencies and behaviors.
key details
- Survey Response Time20-30 Minutes
- Target AudienceMiddle Managers, Senior Leaders
- Content CustomizationYes
- LanguageEnglish + Multiple Languages are supported
ECHO360 Leadership Model
Jombay’s standard Leadership model is inspired by Scouller’s 3P model of Leadership. The three main pillars of leadership described by Scouller are:
Jombay’s standard Leadership model is inspired by Scouller’s 3P model of Leadership. The three main pillars of leadership described by Scouller are:
Benefits
- Public LeadershipPublic leadership is about leading larger groups, serving and guiding the group or business as a whole.
Behaviors under Public Leadership are: Propelling Vision, Driving Teamwork and Collaboration, Driving Execution Excellence, Nurturing Excellence Orientation, Driving Innovation, Strategic Agility, Fostering Team Harmony, Driving Performance - Private LeadershipPrivate leadership is one-to-one handling of individuals.
Behaviors under Private Leadership are: Coaching and Mentoring, Developing and Nurturing Relationships, Having Meaningful Conversations, Influencing and Making Impact - Personal LeadershipPersonal Leadership is the leader’s psychological, moral, and technical development and its effect on the presence and behavior – and therefore on the people around him.
Behaviors under Personal Leadership are: Self Reliance, Emotional Intelligence, Development Orientation
ECHO360 Point of View
ECHO360 reports help the candidates and the organization through a visual representation of the underlying perception gaps between the self rating and the stakeholder rating. Self rating is the reflection of one’s ideal self and stakeholder rating is believed to be the reference point for reality. People by nature are motivated to reach a place where self concept is closely aligned to the perceptions specifically in the professional settings. Thus, they become more motivated to work on themselves, if they observe a gap between what others perceive them as and their own rating to minimize the gap.
This leads us to propose that perception gaps are the biggest take-away from a 360 degree feedback report. Jombay categorizes them in 3 sections.
This leads us to propose that perception gaps are the biggest take-away from a 360 degree feedback report. Jombay categorizes them in 3 sections.
Agreement:
Stakeholder rating and self rating are the same.
Negative Difference:
Stakeholder rating is lesser than the self rating.
Positive Difference:
Stakeholder ratings are more than the self ratings.
Overly Confident:
Some people give themselves very high ratings while receiving lower ratings from all others. It can be humbling to accept this 360 degree feedback.
Overly Critical:
They might rate themselves low, and receive consistently higher ratings from all others. They may be holding back what is possible.
Out Of Favor
With Boss:
From time to time, a person receives fairly good ratings from everyone except their manager. It may be that this person is easy to get along with, but fails to produce sufficient results.
Managing The Boss:
If a person receives consistently high ratings from the Manager, even when all others give lower ratings, there is evidence that much time and attention is placed on “serving the Manager.”
Managing The Turf:
If a person receives high ratings from the Manager and the Peers, but low ratings from Direct Reports. The needs of those above and around the person are being met, even if subordinates struggle.
Overly Confident:
Some people give themselves very high ratings while receiving lower ratings from all others. It can be humbling to accept this 360 degree feedback.
Overly Critical:
They might rate themselves low, and receive consistently higher ratings from all others. They may be holding back what is possible.
Out Of Favor
With Boss:
From time to time, a person receives fairly good ratings from everyone except their manager. It may be that this person is easy to get along with, but fails to produce sufficient results.
Managing The Boss:
If a person receives consistently high ratings from the Manager, even when all others give lower ratings, there is evidence that much time and attention is placed on “serving the Manager.”
Managing The Turf:
If a person receives high ratings from the Manager and the Peers, but low ratings from Direct Reports. The needs of those above and around the person are being met, even if subordinates struggle.
Roles
01/
Individuals Contributors
02/
Junior Managers
03/
Middle Managers
04/
Senior Leaders
Use Cases
Training Needs Identification
Performance Appraisal
High-Potential Identification
Leadership Development
Why use ECHO360
Benefits
- Bespoke Solutions
- Modern Day Leadership Model
- Increased Self-Awareness
- Balanced And Holistic Perspective
- Helps Design More Effective Training And Development Plans
- Increased Participation And Ownership
- Globally relevant
Customers who have experienced this tool
Secure & Reliable
Compliant
Certified
Compliant
Frankfurt Region
Integrations
We can integrate with your
ATS, LMS, HRMS!
Build your custom
talent solution.
Through Jombay's assessment technology platform, ECHO360 can easily be combined with other assessments, simulations and video interviewing tools to create a bespoke solution for your organization's specific requirements.
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