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Manager 360

Your Key to Building Effective Managers

More than any other factor, the effectiveness of your front line managers has a direct impact on company engagement, employee well-being and retention. Manager 360, part of People Element’s experience and engagement platform, offers a new approach to gathering, understanding and taking action on 360 feedback about your managers. With an automated feedback process and built-in action coaching, Manager 360 helps managers identify and act on areas of improvement to increase their effectiveness as leaders.  

Benefits of Manger 360 include: 

• Gather feedback from a variety of sources including peers, direct reports, and supervisors
• Managers receive detailed insights into how their behavior and leadership style are perceived by others, helping them to become more self-aware
• Identifies specific areas where a manager can improve, enabling the creation of tailored development plans that focus on key competencies and skills

Want to learn more? Check out our “Leveraging Manager 360 Feedback” webinar, and/or reach out to your People Element contact about how your organization can activate Manager 360 and equip your managers with the right tools to help them be their best! 

Recent Webinar

Did you miss our recent webinar, "AI at Work"? You can now watch the webinar recording on demand. 

• Understanding AI
• Overcoming Barriers
• Building an AI-Ready Workforce
• Optimizing Human-AI Collaboration
• Fostering an AI-Driven Culture

2024 HCI Insights

People Element recently sponsored HCI’s 2024 Conference – Elevating the Employee Experience. Quinton Barrett, our People Experience Analyst, attended to hear subject matter experts discuss various aspects of our industry. We asked him to share a couple of his takeaways…

Can you share some insights? Often, we hear from our clients that Compensation & Benefits are why people are disengaged or leaving. In Understanding Employee Experience, Dr. Trish Holliday (Nashville Electric Service) illustrated the concept of "Elevating the Employee Experience" using a creative ice cream sundae metaphor. She emphasized that while Compensation & Benefits form the base of your sundae; toppings such as career development, well-being, and purpose are what truly enhance the overall experience.

To me, this underscores the importance of going beyond contractual obligations and tapping into those “toppings” to create a fulfilling workplace environment. It’s a compelling way to rally support behind other employee experience initiatives.

Any other insights? Onboarding is typically transactional and narrowly focused on just training and technology.  In Building Experience-Centric Onboarding, Amanda Hume (DaVita) explained how viewing onboarding as a product employees want to buy, can help you take your onboarding to the next level:

• The Destination: Define the ideal outcome of your onboarding by asking, "If we get onboarding right, what will our employee say?". This will be your north star.
• The Journey: Map out each touchpoint and experience during onboarding, aiming to create positive experiences. Continuously ask, "If we get this right, what will our employee say?"

With this perspective, you’ll foster a shift from a transactional focus to crafting an intentional and engaging onboarding experience that resonates with people.

What was your key takeaway? The conference covered a broad spectrum of topics, and each one highlighted the importance of having a reliable method to gather employee feedback. This feedback serves as a valuable tool to understand employee perspectives, pinpoint areas for improvement, and tailor organizational initiatives accordingly. It's not just about listening; it's about actively using insights to create a workplace that supports and engages employees effectively.

Meet the Team

Name: Quinton Barrett

Title: People Experience Analyst

Homebase: Denver, Colorado

Fun Fact: I had a pet squirrel when I was younger. 

What do you do outside of work?

I’m originally from Texas and try visit friends and family back home as much as possible.  However, as I live in Denver now, I enjoy hiking and can often be found on trails that some might describe as “easy” or “moderate”.  I’m also a movie fan and will take any excuse to go to a theatre and eat a $10 bag of popcorn. 

What is your key driver in doing what you do?

It’s important to me that my work has a positive impact on others.  While working for People Element I’ve been able to play a part in having a positive impact on entire organizations.  Whether it’s helping to reduce turnover, improve engagement or just giving employees a voice, I can see what we do makes a difference.

Explore Useful Resources

Webinar

Navigating the Onboarding Journey

Blog Post

Why Managers Need

360 Reviews

Podcast

Boundaries at Work with Dana Skaggs