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MY360survey.com Articles & Case Studies:


Client Case Study 1, Tier-one Automotive Supplier, by Judy Schultz

Client Case Study 1:


Industry: Medium Size Manufacturer


Tool: Using web-based 360 Feedback in Performance Management by Judy Schultz




A tier-one, tier-two automotive supplier nearly doubles in size within a year’s time, promoting many employees to their first leadership position. The company needed an effective way to bring 50 new leaders up to speed quickly, create a leadership team and develop a path for perspective leaders with a second and larger wave of promotion to follow. This effort was challenged by on-going production demands remaining high




The automotive supplier partnered with Quantum Services, Inc to develop a leadership training curriculum that began with a 360 feedback survey to assess development needs on an individual basis. Each new leader received feedback from at least five direct reports, at least 5 peers and his/her supervisor. They also used the 360 feedback system to complete a self evaluation. 360 feedback results were used to set the performance goals of the group as a whole and measure individual development needs.

Training was adapted to respond to the needs identified by the 360 feedback survey and then offered in modules repeated over a three week period to accommodate the demanding production schedule. 18 modules were offered covering a wide range of topics from policy compliance, business practices, leading change, coaching, dealing with performance issues and handling conflict. Key individuals were recommended for leadership development by current leaders and invited to attend. Each training module provided opportunities for participants to bring real situations into the class for open discussion and skill practice. Skill practices were video taped and reviewed by instructors and participants in order to coach toward and reinforce desired behavior. Quantum Instructors remained available during and after completion of the courses to serve as coaches for issues arising outside of training.

Graduation was based on a combination of attendance, scoring on a twelve-page final exam and completion of all homework assignments. 360 feedback surveys were reissued on a 6 month basis providing ongoing feedback to the new leaders and documenting training effectiveness. Supervisors of the participants incorporated leadership skills developed in training into performance reviews as key measurable.




Over 80% of the participants graduated from the program. 360 feedback results showed an across the board increase in leadership skills. The 360 feedback results were supported by participant comments expressing a higher level of confidence in dealing with difficult issues and an appreciation for the network developed among the leadership team. Employees noted a significant improvement in communication with their leaders and the consistency with which company policies were applied company wide. Requests to HR to mediate issues was reduced by 38%.


Judy A. Schultz,

Training Manager, Grand Rapids Michigan


Client Case Study 2, Medium Size Hospital, by Tim Nieboer

Client Case Study 2:


Industry: Medium Size Hospital


Tool: Using web-based 360 Feedback in Performance Management by Tim Nieboer




A current customer for training, team building and organizational development projects approached us with a need to retool their performance management system for middle level managers and above.




The President had heard a speaker talk on 360 feedback and decided that it might fit his organization’s needs. He asked his HR team to research a new, more performance driven, appraisal and bonus system that would include a 360-feedback component.

After a number of needs analysis sessions with the project team we settled on pursuing a two-part performance management process. One part would be evaluating managers on their performance to operational goals. They call these operational goals dashboards and they set them through their annual strategic planning process.


The next component involved evaluating their managers’ ability to build cooperative and collaborative relationships as well as to provide positive leadership to subordinates. The organization wanted leaders who could achieve the business objectives without harming working relationships. The web-based 360plus Feedback product was a great fit for their needs.


After strategically synthesizing appropriate leadership competencies, the 360plus Feedback system was used to build a custom web-based 360 survey. This customer chose to have us be the administrator initially for the 360-survey process. A feedback session was held with managers to gather their input and suggestions and to trial run the technology. We also gleaned important information on how to orient and train those being evaluated (Participants) and those providing feedback through the 360plus Feedback process (Respondents). All this input and participation proved to be invaluable.


Next, a series of training sessions for Participants and Respondents was initiated. The biggest work culture challenge was handling the confidentiality reservations of subordinates who were now being asked to evaluate their superiors.




So far, because of the thoughtful due-diligence by the implementation team, the reasonable connection of the process to organizational success, and the support of management, the culture change process and the implementation of 360plus Feedback has been smooth.


Tim R. Nieboer,

Partner, Quantum Services, Inc.


Cost-Benefit-Analysis, Manual vs. Automation, by Fred Brown


  • Create 360 assessment survey participant
    This cost benefit analysis will compare a paper and excel process to an on line web based survey system called 360plusfeedback.com. A tier one automotive supplier compiled the following data. Based on the following volume uses at their facility.
  • Leadership Development Survey 100 annual participants, 750 respondents.
  • Weekly Quality Survey Required by Customer, 15 respondents.
  • Bi-Annual Customer Satisfaction Survey, 250 respondents.
  • Quarterly Employee Survey, 660 respondents.


A tangible annual costs savings occurred in the general area of data collection, data entry and data analysis:


Area of Difference or Description of Tasks Time per Survey Time per Respondent Survey Minutes Respondent Minutes Total Hours Annual Dollars Saved
Combining Spreadsheets 10 2 1580 9340 182 $3,640.00
Compiling Data 17 2 2686 9340 200.433 $4,008.67
Data Entry per Respondent 5 1 790 4670 91 $1,820.00
Creating Graphs 15 0 2370 0 39.5 $790.00
Total     7426 23350 512.933 $10,258.00



Other Other areas of improvement seen as intangible benefits were:

  1. Reduced stress on internal sever and IT department
  2. Eliminated IT support for excel spreadsheets as attachments on email.
  3. Ability to tie developmental plans to results, previously not done.
  4. Accuracy improvement. Validated by 1987 study by Texas A & M that compared automated data collection to manual entry. Automated data collections prove an accuracy rate of 100% compared to 96% by manual key entry.
  5. Confidentiality complaints were eliminated.



Using 360 feedback survey to improve leadership, by Fred Brown

Improving Leadership with the Use of 360 Surveys


Where would leadership development be without 360-degree feedback?


Nowhere, according to management consultant Tim Nieboer Adjunct Professor for Grand Valley State University. “360 surveys are one of the great tools in the organizational development field.”


Most experts now agree that Leadership consists of two sides. Side one the management of business, i.e. time, money and the quality of your product/service. And, side two people. We get feedback on side one from the numbers, but side two, well that’s where 360 surveys come in.


360 Survey’s Defined


True 360 survey assessments solicit feedback from a circle of the leader’s influence. Respondent groups are commonly made up of: Peers, Customers, Direct Reports, Themselves and their Leader. The 360 surveys provide a perspective from others on how they rate your skills often referred to as competencies.


Questions are formed around behaviors or actions that promote good sound leadership principles that improve the people side of management. Leaders than use this survey information to form personal improvement objectives.


The survey is conducted in a confidential environment and most companies conduct the surveys annually. A few more progressive companies use the survey as a toll gate to bonus or financial rewards but most companies have found the best use is for development of leaders and professionals.


360 Traps


Most 360 surveys or performance surveys are static assessments. They compare the leader to a database of averages and statistical norms often made up of 7 to 10 competencies. Most competencies are deemed desirable to manage the people side of leadership. Examples of competencies are handling conflict, communication, coaching, etc.


Most vendors sell these surveys for about $350 per report. The more sophisticated vendors use web-based survey systems to collect data and then automatically generate on-line feedback reports. These types of surveys fall short on their ability to be flexible and will cost $7000 to $20,000 to customize.


Surveys that do not use feedback from respondents are not 360 feedback tools. These assessments base their results on the perspective of the leader and how this leader sees himself or herself. Again the data is compared to a database of information.


Companies should always consider purchasing a survey system versus a single online web based 360-survey tool. The biggest reason for this is cost and flexibility. A company doing 100 surveys a year will spend $35,000 annually and not have the ability to change their competencies without added costs.


Other areas to watch out for are companies that charge per click, per report, per survey or per respondent fee. Keeping track of your company budget will prove to be a rigorous task and you don’t’ want leaders short changing the number of respondents to save a few dollars.


360 Purchase Criteria


If you can find a 360 survey systems that allows you to create your own competencies and questions as well as provide you with a set of competencies and questions, then you’ve found a good 360-survey software program. If the system allows you to customize recommendations and development plans for the leader then you have an excellent 360-survey software program.


Here is a list of items to check and ask for when evaluating a software survey system:


  • Is survey system easy for the user to customize?
  • Is the product web-based?
  • Does the 360 survey software provider control his or her own web server?
  • Is the pricing a flat fee?
  • Does 360 survey system allow for unlimited surveys?
  • Does 360 survey system allow for unlimited respondents?
  • Does 360 survey system allow for unlimited reports?
  • Does 360 survey system allow for unlimited questions?
  • Does 360 survey system contain a section to allow for developmental reports?
  • Can the 360 software provider assist in competency development?
  • Can you use the system for other survey requirements i.e, customer satisfaction surveys, employee surveys, marketing surveys?
  • Is the data collection automated through email?
  • Does the software allow for non-email surveys? How?




Most leaders in the absence of a company feedback process will seek out feedback using an informal method. This too can be a waste of time and resources. So if you think providing an easy survey system as a resource to your leaders is a waste of money… Then why do you look at your company financial statements?


If feedback on the management side is a good thing doesn’t it make sense it’s a good thing on the people side as well.


Submitted by Fred Brown President of Quantum Services, Inc.





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