The 360 ​​Degree Method

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When assessing managerial competencies, the opinions of subordinates, colleagues, senior management and the specialist themselves are taken into account. This helps determine how well he copes with his responsibilities. The assessment process is used for different purposes:

search for candidates for management positions among the company's employees;

analysis of the current manager's work to identify his strengths and potential areas for development: management skills, leadership qualities, teamwork, stress resistance.

HR professionals design company-specific questionnaires and create scoring scales. They instruct evaluators on how to use these tools correctly so that they can objectively examine candidates without being overly enthusiastic or biased.


Top managers analyze the switzerland email list efficiency of planning and work organization, management competencies of subordinates. They are assessed by their leadership style and interaction with the team, ability to delegate tasks, communication skills and clarity of requirements.

It is important to convince subordinates that the information collected will not affect their professional activities and remuneration.

It is important to maintain strict confidentiality during the assessment process. All feedback from sources is received anonymously and is presented in an ethically correct manner. The quality and accuracy of the assessment results depend on the objectivity of the HR specialists and the atmosphere in the team.

Conducting circular surveys and analyzing their results can contribute to the self-development of the manager. He receives feedback on his strengths and weaknesses, learns how his self-esteem correlates with the opinions of others.

This method has its drawbacks: psychological barriers, the possibility of distorting the perception of the manager by subordinates, subjectivity of the information, depending on the personal relationships or mood of the survey participants.


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Assessment center — Assessment center (AC)
An assessment center is a multifunctional method of employee grading, which is used to analyze their MC and career growth opportunities. The main goals are:

identifying the most promising employees;

supporting their career growth;

development of individual development programs;

creation of a company personnel reserve.

The duration of the event varies from hours to a day, depending on the position of the participant.

The assessment center is a team trial that includes tests, specialized tasks, cases, structured interviews, and business games. The process is conducted by an assessor. The event is monitored by professionals who have undergone special training.

Their role is to monitor the assessment without interfering with the process, to compile detailed reports on the personal qualities and abilities of the participants, including suggestions for improving their QS and potential.