Roster 360 · For Subjects
Feedback from your closest colleagues, built to elevate your performance
Roster 360 pairs a research-backed model with years of real-world executive assessments, valuable for you, and for the team providing the feedback.
What to expect
1
Ask for participation
Personally asking participants for candid input increases engagement and insight. Your Project Manager has sample email language you can use.
2
Self-assessment
Complete the survey yourself to reflect on your own strengths and development opportunities. Takes 20 to 30 minutes.
3
Your 360 Report
Within days of survey close: industry-benchmarked scores across management competencies, plus actionable insights from years of executive assessments.
4
Complete your growth plan
Solidify the development goals and execution goals from your 360, and confirm you are aligned and committed. These goals anchor subsequent Reviews to check on your progress.
Getting the most value out of your 360
Focus on relative scores
Your own highs and lows say more than comparisons to baselines. They are the truest snapshot of how coworkers view your performance.
Take criticism constructively
Do not stew or try to identify who said what. Participants answer from where they sit. That is a feature, not a bug, and it surfaces misalignment you can fix.
Act on your results
Pick two or three key themes, which is what most people can change in a year, and share your goals with a boss, mentor or coach for accountability.
Roster 360 FAQ
Frequently asked questions
More questions? support@roster.com
What is a 360 review?
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Who will see the results?
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What types of questions are on the survey?
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Who completes the survey, and who chooses them?
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Do you collect personal data?
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How was Roster’s competency model developed?
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