360 Feedback by PerformanSe

The approach begins with a project meeting with the client (HR, manager) to define the context, the objectives, the logistics and the planned follow-up mechanism. This scoping is crucial to align expectations and set the stage for the assessment process.

Prior to the launch, we organise a communication meeting with the participants to present the approach, its principles and objectives, in order to establish a relationship of trust with & for them. This includes clarifying roles, defining rules and preparing participants.

This phase involves the launch of the process, the selection of the people to be assessed (observed) and the assessors (observers), how the questionnaire will be administered. Indeed, effective administration is essential to ensure quality feedback.

During this discussion, we analyse and discuss feedback, identify strengths and areas for development, and share an initial summary. This is a key moment to develop self-awareness and personal reflection.

Following the exploratory discussion, we help the participant develop their Individual Development Plan (IDP). This plan targets priority development axes and concrete actions to be undertaken.

The process concludes with a tripartite meeting between the participant, their HR/manager and our consultant. The purpose of this discussion is to finalise and validate the IDP, and to ensure follow-up of the implementation of development actions.