In a coaching relationship or development process, a A 360 assessment provides an individual with feedback from multiple perspectives regarding observable aspects of their performance, leadership, and engagement. A 360 assessments measure assessment measures an individual’s effectiveness in a number of critical areas, and helps the individual them accelerate their development by reinforcing their strengths and exposing uncovering blind spots. Consult the 360 Global Standards documentfor more information.
The Audience
The Solvay Care & Dare 360 Assessment is part of the Solvay Leadership Academy (Transform), but can be administered outside of the program. And while
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Who can benefit from a 360 Assessment?
While 360 assessments have beneficial applications for Individual Contributors
Feedback is provided anonymously in a structured manner by the individual’s manager(s), peers, direct reports and other relevant stakeholders and collaborators, and includes the ability to compare the feedback with the individual’s own self-assessment.
The Process
Who can request a 360?
Managers can request a 360 assessment via the self-service process, after considering the Reflections for Leaders (below) and consulting with their Site HR Partner or SBP.
What is the process to initiate the assessment?
The Syensqo 360 Assessment is administered by a pre-identified external provider. The business is responsible for the costs associated with the assessment. The process requires a debriefing session with an internal or external coach, who helps the individual understand the results and translate them into action via development planning.
SBPs can request the 360 assessment via self-service. Consult the360 Process Documentto understand the end-to-end process in greater detail.
180 Assessment
In some situations, the 360 process may be modified to include the Manager and Employee only (a “180” assessment). The Solvay Care & Dare 180 Assessment Questionnaire tool has been developed to support this self-guided process. While the modified tool and process provides limited feedback, it is a more efficient alternative to the
360
assessment while highlighting strengths and opportunities for development aligned with Solvay’s Care & Dare Leadership Behaviors. Click here to view the Care & Dare 180 Assessment Questionnaire. Please note that the same standards apply to the 180 as the 360 and should be considered carefully with the employee before embarking on the process.360
ASSESSMENTS
Reflections for Leaders
Before pursuing a 360 assessment for an employee or team cohort, leaders should reflect on the following questions and considerations:
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What is the need for a 360 assessment? What does the individual
or cohort
stand to gain from learning the perspectives of their manager, teams, and stakeholders? Is this feedback critical for their development?
Is this the right time for a 360? Has the individual recently completed a project or activity that creates an organic opportunity for timely feedback? Or, has the individual expressed an interest in gaining insights into opportunities for development?
Is a 360 assessment the right solution for the situation? If it is already clear what the employee could change about the way they do their job, is it more prudent to have a one on one discussion instead?
Does the individual trust you and their stakeholders
or could honest feedback via the assessment have the potential to further divide the team
? Likewise, do their stakeholders have a good relationship with the individual and feel free to share their feedback, even in an aggregated report?
In a team cohort, are Are you and the team individual prepared for the time investment required from their peers, stakeholders, managers, and direct reports to complete the assessment? Will this add stress to the team?
