Login
  • Follow us on:
  • Click here to link to RealTime Performance's Facebook Page
  • Click here to link to RealTime Performance's LinkedIn Page
  • Click here to link to RealTime Performance's Twitter Page
  • Click here to link to the RealTime Performance Blog
RealTime Performance Realizing Leadership Potential

See Realtime 360 - First-Hand!

Realtime 360With RealTime 360, managing a 360-feedback project is simple and easy. The intuitive user-interface guides employees through the process of completing a self-survey, selecting respondents and accessing an individual feedback report. Administering 360-feedback through traditional means can be time consuming and complicated, but RealTime 360 administration tools give HR managers instant access to response rates, reminder tools and report generation, greatly reducing the time and effort required to complete survey projects.

Step 1: Self Survey

Once an HR manager enrolls an employee in RealTime 360, the system automatically generates an email invitation to the employee with a username and password. The employee is invited to login and begin the self-evaluation process by answering a series of 42 questions that cover skills and behaviors that are critical for leadership success.

Zoom InClick here to enlarge the screenshot at right.

Step 2: Select Respondents

Upon completing the self-assessment, the employee selects respondents to provide additional feedback on leadership skills. RealTime 360 automatically sends emails to selected respondents, with a personal invitation to provide feedback before a specific deadline.

Zoom InClick here to enlarge the screenshot at right.

Step 3: Monitor Respondent Status

As the 360-survey deadline approaches, RealTime 360 automatically generates reminder emails. In addition to automated reminders, participants can use the Respondent Status and Reminder feature to follow up and remind their respondents and encourage higher response rates.

Zoom InClick here to enlarge the screenshot at right.

Step 4: Report Generation

When sufficient data has been collected, a report is generated and participants are invited to login and view 360-feedback results online. RealTime 360 enables participants to dynamically explore results by sorting item averages from highest to lowest by manager, direct report and peer. Participants identify strengths and areas for improvement.

Zoom InClick here to enlarge the screenshot at right.

Step 5: Resource Guide

With a subscription to Inspire, participants receiving feedback can immediately explore the Inspire library of related on-the-job tips, learning activities, articles, videos, abstracts and books. For example, if a participant receiving 360-feedback scored low in managing conflict, the Inspire library makes targeted recommendations for developing and improving this skill. Participants select preferred activities and resources and add them to an individual development plan.

Zoom InClick here to enlarge the screenshot at right.

Step 6: Share Development Plan

Once an individual development plan has been created, participants can share the plan with their manager or coach, and schedule a time to meet in person to go over the plan.

Zoom InClick here to enlarge the screenshot at right.

Step 7: Meet with Manager or Coach

Finally, participants meet with their manager or coach to discuss their plan and set career development goals.

 

 Shaere

© Copyright 2010 RealTime Performance | 603 Stewart Street, Suite 500 | Seattle, WA 98101 | (206) 749-9000 | 877-343-2284