What Clients Say
Gill Todd, Learning Leader, Transactions Advisory Services, EMEIA Area at Ernst & Young
If you develop in-house management or leadership programs based on your organisation’s goals, key capabilities and values, Track 360 will allow you to create unique 360 feedback that links your people’s development to those goals and values.
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Here are some of the way in which Track 360 has been used.
For participants and their line-managers, coaches or mentors, the way in which the consolidated feedback is reported is critical to their understanding and engagement with the 360.
The 360 online tool should easily generate clean, clear reports with graphics and charts that provide summary information (i.e. that flag up key feedback messages). The reports should also provide a more granular level of data to encourage more in-depth discussions and support the key messages. A good report format will also provide the ability to reflect on the feedback, set goals and create a practical development plan for the participant.
360 reports should not contain too much statistical data and jargon as this can be confusing for participants and they may spend more time trying to calculate the stats than thinking about the feedback they have received.
“The process for introducing the 360 degree appraisals went very smoothly with the assistance of Track – we worked together throughout the process looking at what Talbot required and what could be used ‘off the shelf’.
The actual online system was customised to Talbot and this went very smoothly.”
“The overall process and experience with Track/Empower 360 has been very positive and we would have no hesitation in recommending them to others.”