The most important thing with 360 degree Feedback is to ensure you obtain the best feedback you can with the least time burden on your staff. This requires different solutions for different environments. We have been designing and managing bespoke 360 Feedback solutions for almost 20 years. We can support you with every aspect of […]
We provide a truly unique service that significantly improves the experience for candidates taking the tests as well as the poor souls who have to administer them. We can provide any test from any supplier from SHL to OPP and all the stops in between. In addition to this we can save you time and […]
We design and manage Engagement, Satisfaction and bespoke surveys and tests. These can be from a standard suite to provide benchmarking comparators or a completely customised process for a specific requirement. As with all our survey products they can be presented in multiple languages and every aspect of the process can be modified to suit […]
My experience with CR Systems was quick, easy and efficient. They supported our need for quick turnaround without any real limitations due to borders and time. They understood our needs and customised their tools accordingly. Quite honestly, I have never had such an effortless experience with a vendor before. I would recommend CR Systems to anyone!
At CR Systems our whole ethos is built on TLC (Time, Learning and Care) for every person and organisation that uses our services. It drives everything we do as a business.
The TLC approach recognises that there are always constraints that have a direct impact on the quality of the final result, from time to organisational culture to budget. We have a reputation for creating processes that provide individual solutions to fit your specific needs.
Performance management is a task dreaded by many and performed well by few. The good news is that there are a selection of very common pitfalls. If you identify these and conscientiously avoid them, then you are already ahead of the game. Here are three
What is 360 degree Feedback?
360° Feedback (sometimes called multi-rater feedback) is a process that provides an indication of the quality of your behaviour at work by asking those people who work closely with you for their opinion as to their perceptions of your behaviour in the workplace.
Why use 360° Feedback?
Your behaviour affects performance, not only your own but of the people around you. The only way to measure your behaviour is to understand the effect it has on the people around you. People modify behaviour according to circumstances, sometimes without even being aware of the change. Obtaining feedback from others enable us to both understand how our behaviour is being received and how it compares with our own beliefs. Small changes in behaviour can often lead to significant improvements in performance, both for the individual and the people they work with
The Behaviours that people need to be excellent at to support the company’s strategy. Subtleties in strategy make the difference between successful and unsuccessful companies. Subtleties in the behaviours of people make the difference between successful and unsuccessful strategies.
Who does it involve?
In theory everyone in a company should be involved, however cost and time restraints usually predicate that anyone with either budget or line management responsibility are included.
How does it work?
A company defines a Competence Framework and converts this into a number of behavioural statements that define best practice for the company. Each selected individual (we call them Subjects) is then given feedback against these statements by people who work closely with them (Observers) and know them well e.g. Manager, Colleagues and Reports. This can be extended to Customers, Suppliers, Stakeholders or any other relevant relationship type.
The actual process itself can vary in many different ways to fit with the company culture, time restraints and budget. However there is usually a data gathering period, followed by the 360° report presentation to the Subject by a qualified individual. The cheapest form of data-gathering is via an online questionnaire, the most expensive is via individual interviews.
How accurate is it?
It can be very accurate and an extremely powerful mechanism for personal development and performance improvement. However due to the perceptive nature of the feedback, issues of confidentiality and trust, poor quality construction, inadequate communication etc, it can also very often fail to be as good as it might. Companies that take the time to understand these issues and modify the process to fit, significantly increase the effectiveness of the process.
Interested in more information?
What is psychometric testing?
Psychometric testing is concerned with the objective measurement of individual and group skills, knowledge, ability, attitude, personality traits, and educational achievement.
Why is it used?
Psychometrics attempt to provide organisations with a broad and independent measure of an individual, usually before deciding to invest in them in some way, whether that be from initial hiring to promotion, graduate training, fast track potential or succession schemes. Psychometrics only play a part in the decision making process, but it can be quite a significant part.
How accurate are Psychometric tests?
A psychometric test result is never right or wrong. It is usually based either with reference to a normalised data set or as a preference (or a combination of the two). The best tests are controlled against hundreds of thousands results, and can be considered to provide very reliable indicators. However, even the best tests can only provide an indication, which is why they should never be used in an absolute sense.
How do I choose a Psychometric?
Choosing the right test is often a matter of personal choice, but the type of test required should always be guided by a professionally qualified expert.
There are hundreds of suppliers on the market from “one stop shops” like OPP, Kenexa and SHL to specialists such as Belbin, Hogan, Insights and Thomas International. Professional bodies such as the British Psychological Society provide a reputable, independent Audit Register to check the quality and reliability of tests. This is excellent but not exhaustive. The individual suppliers should also provide you with the provenance of their tests.
One stop shops attempt to provide a complete range of tests for every need. There is some benefit in this, in that there is only the need to master one administration process and accreditation. The downside of the one stop shop is the argument that they may not offer best in breed tests in specific areas and that other more specialist suppliers have more superior or more competitive offerings.
What do CRSystems offer?
We are completely independent of any of the psychometric test publishers. We have developed a fully managed testing service that has several unique features, enabling you to combine any tests from any of the suppliers and provide a single “joined up” experience for your candidates, thus saving you significant time and money as well as increasing your control of communication and brand to the candidates. Our service also provides complete audit tracking of tests used, which can be a real nuisance when trying to track different reports used by different publishers.
Benefits of CRSystems approach?
What are Engagement Surveys?
Engagement Surveys are surveys that are completed by all members of staff of company. They attempt to measure the degree to which employees actively enjoy their job and the working environment promoted by the company, in the belief that more actively engaged companies will be more successful than less actively engaged companies.
There is an excellent summary on Employee Engagement in Wikipedia
What’s the difference between Engagement and Satisfaction?
Satisfaction surveys measure the degree to which employees are happy in what they do and where they are. It basis is trying to understand how likely a work force are to leave the company. Engagement measures how willing employees are to go the extra mile for the good of others and the organisation. Both have their place. The argument is that you can have satisfied employees without high degrees of engagement, but it is extremely unlikely to have engaged employees without high degrees of satisfaction (at least not over extended periods of time).
What is measured in Engagement surveys?
There is no Engagement “standard” set of measurements. It varies dramatically by supplier and for each company. There are usually common themes:
There is a school of thought that believes that by measuring all companies against the same criteria that it is possible to distinguish “normal” levels of engagement and therefore compare each company against each item on a relative scale to see where to focus resource for improvement.
The alternative argument is that if Engagement is to support and align with the strategic direction of the company, then it needs to be tailored for the specific needs of the company. It is also possible to measure against approximate norms with this model, but not to the same accuracy as with a generic model. The question of course is which model is the most effective for the company.
What makes for a great Engagement survey?
This might seem heretical, but the survey itself is almost the least important part of the process. It is the quality of the analysis, the communication of the analysis and the action that stems from the survey that contribute most to its effectiveness.
However, if the survey construct is not relevant to the strategy of the company, or uses generic statements that are not aligned with the needs of the company, then the best that can be expected is a lot of time and resource employed on improving things that make little or no difference to the performance of the company or the effective engagement of its staff.