Surveys | Engagement Survey Provider|Smithfield Performance

Which question set?

If you have your own question set we can programme your questions into our system and manage the 360° survey distribution, the data collection, and the reporting for you.

If you don't have a question set of your own, or you want to use a standarised question set so as to benchmark the leadership behaviour of your people, then the best solution is to use our P360° solution.

The Smithfield P360° Feedback Model

This is our benchmarked 360° feedback tool. There are thirty three standardised questions that measure nine leadership competencies. The nine competencies are arranged according to the Big Three global competencies of leadership. Our questions target the most important aspects of leadership behaviour. They have been validated over many years of use and constant refinement.

The benefits of using a standardised question-set.

Our standardised question set was developed using a scientific approach. We did a literature review to look at competencies that are relevant for high performance leadership, chose the ones that we felt were important given our own experience of working with and coaching business leaders, and we subsequently performed a validation of our question-set to ensure that we had high internal consistencies.

Our question-set has now been used on hundreds of P360° delegates which means that we have a huge benchmark against which we can compare your leaders.

Smithfield P360 Reliabilities using Cronbach's Alpha

α = 0.80
α = 0.73
α = 0.66
α = 0.79
α = 0.80
α = 0.67
α = 0.71
α = 0.81
α = 0.75

Strategic Thinking
Innovation & Change
Analytical Thinking
Organising & Planning
Stakeholder Mgt
Networking
Influencing
Resilience
Drive & Energy

WE HAVE A LIST OF FAQS ABOUT OUR 360° FEEDBACK PROCESS. CLICK HERE TO READ THEM

CLICK HERE FOR THE DELEGATE BRIEFING

The Smithfield P360° Features

P360° delegates assign their own raters, delegates are in control of who they invite for feedback.
Surveys are responsive and can be completed on any device.
‘Click to complete’ functionality is user friendly and simple to use for both delegates and raters.
Reports can be sent to a client administrator, to an HR business partner, or to a feedback coach.
Online and runs 24/7 across the globe.

Why do a 360° feedback?

Asking our colleagues to give us feedback on our behavioural repertoire is a brave but a worthwhile thing to do. It provides the springboard into accelerated leadership development, helping us to recognise and acknowledge our strengths and also some of our weaknesses that we need to address.

Most people live in a feedback vacuum. 360 degree feedback creates a confidential and comprehensive way to provide important information to leaders that they would likely never receive otherwise
Provides feedback to employees from a variety of sources. Many employees feel 360-degree feedback is more accurate, more reflective of their performance, and more validating than feedback from a supervisor alone
Develops and strengthens personal accountability, for behaviour, performance, and career development

Read about our work delivering online 360 to Arcus

Reduces discrimination tendencies by opening up feedback from multiple sources. The possibility of discrimination because of race, age, gender, and so forth is reduced. The "horns and halo" effect, in which a supervisor rates performance based on his or her most recent interactions with the employee, is also minimized
It’s a practical way to get a large group of leaders in an organization to be comfortable with receiving feedback from direct reports
It's one of the best methods for understanding leadership and organizational developmental needs across an organization