Unlock the full potential of your leaders with 360-degree assessments. Located in Perth, People Solutions has access to a variety of validated 360-degree assessment tools, as well as skilled and experienced consultants to partner with your organisation to maximise the value of this multi-rater, holistic assessment.
360-degree assessments are essential for leaders who want insight into how they’re perceived and where they can grow. But not all assessments deliver equal value. Traditional feedback-gathering can be surface-level, lacking the psychological rigour needed to translate data into lasting behaviour change. Many leaders receive feedback but don’t know how to act on it. Others complete assessments that provide data without insight.
Translating feedback into measurable development is where lasting value emerges. Senior leaders, high-potential talent, and boards benefit most-they rarely get honest, structured feedback, yet feedback is often where breakthrough development begins.
At People Solutions, we pride ourselves on delivering 360-degree assessments that drive meaningful change, our track record of transforming and enhancing leadership skills speaks for itself.
Hear from our satisfied clients who’ve experienced remarkable improvements in their own and others’ development and performance.
We hold ourselves to the absolute highest standard when it comes to translating the data and information from these assessments to ensure it benefits leaders’ development and growth.
Our assessments are delivered by registered psychologists. Registered psychologists deliver our assessments, embedding psychological rigour in every stage; from instrument selection through to translating feedback into development action.
We use the most up-to-date, validated assessment tools that provide the psychological depth needed to provide lasting behaviour change. Every tool is chosen specifically for your organisation’s context and goals.
We guide you through every stage – from selecting the right assessment instrument and identifying raters, to administering the assessment, delivering feedback, and supporting post-assessment development. This end-to-end approach maximises the value of the investment.
Every assessment is customised to your organisation’s specific needs, leadership culture, and development goals. We don’t apply a one-size-fits-all approach.
Many leaders follow their 360 assessment with individual coaching to translate insights into behaviour change, and our psychologists facilitate this transition seamlessly.
“People Solutions designed a half-day training session, which provided an overview of the leadership model and tool, discussed the purpose of 360-degree feedback and common challenges faced by feedback givers, and taught participants strategies and techniques for giving feedback effectively and overcoming challenges.“
Our process is straightforward yet thorough. Starting with the selection of the right assessment instruments, we guide you through choosing raters, the process of completing the assessment, and interpreting the feedback, as well as all the likely responses along the way.
People Solutions excels in each, ensuring a balanced and comprehensive evaluation that aligns with your specific organisational needs.
Every organisation is unique, and so should be their assessment tools. Whether you prefer standardised instruments or seek a customised approach to performance appraisal, we tailor our, and other available, 360-degree assessments to fit your specific requirements, ensuring relevance and maximum impact.
Our support extends beyond the assessment. People Solutions provides expert training and coaching for feedback delivery or provide the feedback and coaching ourselves, ensuring that the results are used effectively for individual and organisational development.
Our registered psychologists and experienced consultants partner with your organisation to ensure feedback is understood, embraced, and translated into development action.
This is a genuine collaboration toward leadership transformation.
Every assessment is guided by registered psychologists with deep expertise in psychometric testing, organisational psychology, and executive development.
We facilitate feedback conversations, development planning, and ongoing coaching to ensure the assessment delivers desired results.
We take a people-first approach, considering each leader’s development goals alongside organisational needs.
From improved leadership skills to enhanced team connection, the feedback leads to actionable insights for personal and professional development. Our assessments have boosted growth and improvement across various organisations.
Looking at assessment across your entire leadership tier? Explore our organisational diagnostic approach to understand systemic leadership gaps.
Organisational Development Services
360-degree assessments work best when leaders are genuinely open to feedback, your organisation values honest development, and you’re willing to support behaviour change after the assessment. If your leadership team is ready to act on insight rather than collect data, this is the right approach. If you’re still deciding, an informal conversation costs nothing-we can help you determine fit.
We start with a conversation about your leadership priorities and current challenges. From there, we recommend the right assessment approach.
A 360-degree assessment is a feedback process where an individual receives feedback from various people in their working environment.
This can include:
This type of assessment is beneficial because it provides a comprehensive view of an individual’s performance, helping to identify strengths, weaknesses, and development areas.
Raters in a 360-degree assessment include the individual being assessed (the ratee), their managers, peers, direct reports, and potentially customers or other external stakeholders. Each group provides unique insights into the ratee’s performance, offering a well-rounded view of their skills and behaviour.
Selecting the right instrument involves understanding the assessment’s purpose and considering factors such as price, time commitment, organisational expertise, and potential barriers. There are two main types of instruments: standardised and customised, each with its advantages and considerations.
Administering a 360-degree assessment involves careful planning, establishing clear timelines, ensuring that the purpose of the assessment aligns with the organisation’s goals, and maintaining transparency and trust throughout the process. Effective communication with all stakeholders is crucial for a successful assessment.
While Performance Reviews are beneficial for a range of employee levels and types of roles, given the nature of 360 Assessments and what they measure, these assessments are most suitable for supervisor and leadership roles.
Feedback is typically provided by a professional coach, either internal or external to the organisation, in a manner that is objective and constructive. The feedback session aims to help the ratee understand their results, leverage strengths, develop weaknesses, and set improvement goals.
Post-assessment, it’s recommended to have at least three coaching sessions to help the ratee develop based on the feedback. This process should involve setting and tracking progress towards development goals, with a focus on sustainable behaviour change.
Ensuring confidentiality and trust involves being clear about what ‘confidential’ means in the context of the assessment, establishing who will see the feedback, and under what circumstances. Ratees should also be clear about the expectations post-feedback and the support available to them.
Challenges include ensuring the timely completion of assessments, managing the potential biases of raters and internal coaches, and ensuring ratees’ engagement with the assessment and feedback process. These can be mitigated through careful planning, using external coaches when necessary, and ensuring the assessment, feedback and development have alignment with organisational goals.
Success can be evaluated on four levels:
This evaluation involves various methods, such as questionnaires, interviews, and performance metrics, and should be conducted at different stages following the program completion.
