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Frequently Asked Questions

What is the background of 360° Assessments?

"From Single Source Rater to Multi-Source Raters"

Until the 1980's, most employee evaluation systems relied on single source raters to provide feedback to an individual, and most often the rater was the supervisor. One of the specific issues associated with relying on evaluations supplied by a single rater is that an interpersonal relationship may influence feedback. And, employees receiving poor performance ratings often attributed the poor ratings to the rater 'not liking them'. Studies revealed that employees tended to feel less motivated and satisfied after an appraisal and believed that the appraisal provided them with little information about how to improve their work performance.

Since then, multi-source ratings, routinely referred to as "360° processes" became more visible as an option for management feedback. Typically these processes include raters from several sources (e.g., self, supervisor, subordinates, and peers, family) to evaluate the work performance of an employee.

"We don’t see things as they are. We see them as we are."
Anais Nin
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What are the benefits of 360° Assessment?

"From Inaccurate to Useful"

Feedback that is perceived as inaccurate and/or negative does little to stimulate employee performance and/or development. Enhancing job performance is a common goal of feedback processes. Development leading to another opportunity within the company may be another. Multi-source feedback provides a number of specific benefits:

  1. Empirical research has suggested that employees prefer to be evaluated by raters from several rating sources.
  2. Different rating sources often observe different aspects of work performance resulting in a larger portion of the work performance arena being measured.
  3. Rating inaccuracies, errors, and inaccurate employee perceptions contained in performance appraisals supplied by a single source, such as a supervisor, can be offset by collecting performance evaluations from additional rating sources.
  4. Feedback can be used as a springboard for management development.
  5. Those individuals who are development-focused find the feedback most useful.
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What is the Sentient 360 and what can it do for me?

"Sentient" means conscious. Our 360° tool supports individuals to become more "consciously aware". In this state one is able to set meaningful goals focused on self-development. Self-development is a lifelong journey, and development means achieving higher, increasingly integrated levels of functioning.

Enhanced self-development may mean:

  • More personal satisfaction
  • Better interpersonal relationships
  • Improved job performance

The 360° assessment is an "inventory of perceptions". It includes your own perceptions and those of others who know you well and observe you often. It is not a test with right and wrong, and/or good and bad results. The individual employee is in charge of judging the accurateness and usefulness of the feedback, and in charge of setting and meeting self-development goals based on the feedback.

The assessment results may stand alone or be combined with other Sentient Consultant services including coaching, training, organizational assessment and/or leadership development.

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What are performance areas?

"Formula for Success"

Personal Excellence + Professional Skills + Leadership Competencies + Diversity & Inclusion Practices + Managerial Abilities + Lifestyle Savvy = Sentient 360°

Sentient 360°'s six performance areas are based on market and academic research. These six areas must be integrated to lead a person to higher functioning. For example, a person showing strong results with Professional Skills and Leadership Competence may show weaker results with Personal Excellence. Goals may be set to strengthen the personal excellence performance area while retaining strong results in the other two.

Sentient's market research studied what employers want and need in employees.

Top Twelve Skills:

  • Communication Skills
  • Analytical/Problem-solving/Intellect
  • Flexibility/Adaptability
  • Team work skills
  • Motivation/Initiative
  • Confidence/Self-Assurance
  • Honesty/Integrity
  • Interpersonal Skills
  • Strong Work Ethic
  • Leadership
  • Workplace Cultural Appreciation/Cultural Fit
  • Self-Regulatory Skills
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What are competencies?

Competencies are the behavioral measures associated with each performance area. Raters are asked to respond to a question. Each question measures a competency that has a shorter label. See below: the label is illustrated in capitals following the statement. For example, in Personal Excellence competencies and labels include:

  1. Shows a willingness to learn & change by dynamically adjusting to circumstances over time. LEARN AND CHANGE
  2. Motivates self to act in their own interests; self-determined and persistent. SELF MOTIVATED
  3. Is culturally adaptable: understands one's self and own culture and cultural values, understands others' cultures and values, and adapts oneself to the diverse settings. CULTURALLY ADAPTABLE

Each performance area has a number of competencies that are measured.

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How is it administered? 

Sentient can create and deliver your assessment for you, or, you may “do it yourself” if you like. Either way, the process is easy.  Select a template or choose your custom competencies, enter the email addresses of your prticipants along with deadlines for your assessment and you’ve created the assessment.

Follow up administration during the assessment is fully automated with reminder emails going to those who have yet to complete their assessments.  (add link to administration “tour”)

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To what extent can it be customized? 

Sentient 360 offers various degrees of customization: 

  • Low customization:  Pick from one of our tried and tested templates
  • Some customization:  Pick from our list of competencies to create the assessment that best matches your needs
  • Complete customization:  Work with Sentient to create a new assessment with new competencies or new language to better reflect your audience and objectives

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