BravaTrak® Leadership Analytics and 360-degree feedback surveys are designed for different purposes.
BravaTrak® Leadership Analytics measures and tracks managers’ leadership performance across the business, helping to continuously improve it. The data is presented in a way that allows you to easily identify what will improve individual and organizational leadership performance the most.
In comparison, 360-degree (or multi-rater) feedback surveys can be used to evaluate the overall performance of any employee in an organization. This means they give an overview of how a person is performing for a wide range of competencies. They are typically one-off assessments, run for an individual’s personal development. They usually require an external consultant, or internal HR adviser, to interpret and debrief the results.
To get the detail of feedback you need, to make decisions on how managers can best improve their leadership performance, BravaTrak® Leadership Analytics is the most suitable option. To get an overview of how an employee is performing overall, for their personal development, a 360-degree feedback survey is the most suitable.
If you want to increase the leadership of managers across your business, you need BravaTrak® Leadership Analytics. It enables you to measure and track their leadership performance, and makes it easy to identify the biggest opportunities for improvement at an individual and management group level. BravaTrak® Leadership Analytics provides the Improvement Plan and Follow-Thru processes, making it simple for managers to take action to improve.
As a result of using BravaTrak® Leadership Analytics, our clients have increased their employee engagement to world-class levels – raising employee productivity and lowering employee costs.
If you want to encourage the personal development of an individual – regardless of whether they are a people manager or not – using a 360-degree feedback survey is more suitable than BravaTrak® Leadership Analytics. These surveys assess a wide range of competencies to give a snapshot of overall performance. An external consultant or internal HR adviser can help analyse the results, and give suggestions about what actions might be useful for the person to focus on.
There are 2 situations where a 360-degree survey is suitable for an individual manager’s development:
360-degree surveys can be a valuable tool to identify the needs of an individual manager for their personal development.