Which provider do you use for 360-degree evaluations? I am evaluating the market and would like to find a company that is reliable, has a strong reputation, and uses a globally recognized and proven methodology. Additionally, it’s important that the provider offers flexibility in their evaluation packages. 

Peer InsightsHuman Resources (HRIS)
1.4k viewscircle icon2 Comments
Sort by:
HR Manager4 months ago

we've used EchoSpan for 5 years and I really like them. easy to use, you can connect with Workday, customer service is great, good price point, variability in options, and easy for raters to use.

Lightbulb on1
HR Manager in Banking5 months ago

to do the 360 degree evaluation , current we use GLINT the MS office solution - we have just piloted it with the business (Human Capital) 

Content you might like

Does your organization have initiatives to specifically target employee happiness and satisfaction with work? What do those initiatives look like today?

Yes56%

No39%

Unsure4%

View Results

We are in the process of transitioning to Workday Learning and are thinking through the design of the learner experience across the three main tabs: Learning Home, My Learning, and Discover. For those who have Workday Learning, I’m curious how you have set up your Learning Home page. We are leaning towards a welcoming, yet simple page that has an announcement at the top, a brief overview of the three tabs learners will see, and a highlight reel featuring a course. Does anyone have any best practices or success stories with how you have set up your Learning Home page?

We’re exploring changes to our performance management approach by introducing a mid-year check-in and a year-end evaluation. At the same time, we already run an established Talent Review process mid-year, though employees are not informed of their placement. We’re mindful that managers might see these processes as repetitive. How do you handle this in your organizations? What approaches have worked well for you? 

What recruitment strategies has your organization found most effective for neurodivergent talent acquisition?

Inclusive UX for the application process8%

Interview process accommodations (e.g., camera-off interviews) 4%

Partnering with neurodivergent community organizations14%

Posting job leads on neurodivergent community pages

External corporate messaging explicitly stating support for neurodivergent talent

Workplace flexibility (e.g., schedule flexibility, remote work, etc,) 4%

Implementing skills-based hiring practices6%

We don’t have a recruitment strategy for neurodivergent talent in place62%

Something else (comment below)

View Results

We are working to enhance our Mentoring Program. What are key elements that make a Mentoring Program effective within an organization (approx 3700 employees)? What are non-negotiables and best practices? What are things to avoid that do not work?