360 Feedback Surveys in Oman
Confidential leadership feedback that drives growth. 360 surveys, anonymous multi-rater feedback, structured debrief sessions, and action planning support.
360 feedback surveys give leaders structured insight into how they show up to their manager, peers, direct reports, and themselves. Talent Arabia runs end-to-end 360 programs on our proprietary Survey Platform with anonymous response collection, confidential reports calibrated against your competency model, and a one-on-one debrief with a senior consultant. Used by GCC banks, telcos, government entities, and growing companies investing in their leadership pipeline.
8 to 12
Raters per leader
100%
Anonymous responses
90 min
Confidential debrief
14 days
Launch to debrief
Why HR teams choose us
360 feedback that actually changes behaviour
A 360 report that gathers dust is wasted budget. We deliver feedback that lands, with the debrief and action plan that turn insight into change.
Built on our Survey Platform
No third-party tools, no data leaving the GCC. Anonymous rater portal, real-time progress dashboards for HR, and confidential PDF reports auto-generated on the Talent Arabia Survey Platform.
Senior consultant-led debriefs
Every leader gets a 90-minute one-on-one debrief with a consultant who has run 360s for executives at GCC banks, energy companies, and government entities. Not a junior reading slides.
GCC-calibrated frameworks
Standard frameworks for executive, manager, and individual contributor levels, or we map the survey to your in-house competency model. Wording calibrated for bilingual Arabic and English raters.
What you get
Everything needed for a defensible 360 cycle
Survey design, rater management, anonymous data collection, confidential reporting, and the human conversation that makes it stick.
Competency framework
Standard executive, manager, or individual contributor models, or a custom framework mapped to your role architecture.
Multi-rater design
Self, manager, peers, direct reports, and optional skip-level or external raters. Configured per leader.
Anonymous collection
Raters log in through a private link. Minimum 3 raters per group required before scores are reported. No rater identifiable.
Confidential PDF report
Per-competency scores, self-other gap analysis, strength and growth themes, and verbatim qualitative comments. Branded to your organisation.
One-on-one debrief
90-minute session per leader with a senior consultant. We walk through the report, surface themes, and co-create a development focus.
Cohort analytics for HR
Aggregate dashboards showing strengths and gaps across the leadership cohort. Inputs for L&D priorities, succession, and IDP design.
Use cases
When to run a 360 in your organisation
A 360 is most powerful at moments of transition or investment. These are the situations we run them for most often.
How we run a 360 cycle
From kickoff to action plan in 14 days
A six-stage process that protects rater anonymity, produces a defensible report, and leaves every leader with a clear next step.
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STAGE 01
Discovery
90-minute kickoff with HR. Confirm leaders in scope, rater groups, competency framework, and timeline.
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STAGE 02
Survey design
Question set calibrated to role level. Optional bilingual Arabic and English versions. Sign-off before launch.
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STAGE 03
Rater selection
Each leader nominates 8 to 12 raters. We send anonymous invites and chase non-responders to protect statistical validity.
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STAGE 04
Data collection
Two-week response window with reminders. HR sees aggregate completion rates only, never individual responses.
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STAGE 05
Report generation
Confidential PDF for each leader within 3 business days of survey close. Cohort aggregate prepared for HR separately.
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STAGE 06
Debrief and action plan
90-minute one-on-one with a senior consultant. Leader walks out with a development focus and 2 to 3 concrete next actions.
FAQ
360 feedback surveys in Oman, common questions
A structured assessment where a leader receives feedback from their manager, peers, direct reports, and themselves on competencies and behaviours. Anonymous and aggregated.
We design the survey, invite raters (typically 6 to 10 per leader), collect anonymous responses, generate a confidential report, and run a one-on-one debrief with each leader.
Only the leader being assessed and our consultant. Optionally the leader can share the report with their manager or HR. Ratings are aggregated so no rater is identifiable.
Standard frameworks include strategic thinking, leadership, communication, decision-making, business acumen, people development. Custom competency models also supported.
OMR 200 to 500 for a standard 360. OMR 500 to 1,200 for senior executive 360s with extended debrief and coaching follow-up.
Survey administration 1 to 2 weeks. Report generation 3 to 5 business days after responses close. Debrief session 60 to 90 minutes.
Email [email protected] or call +968 9419 4167. We can run a single leader assessment or full cohort programs of 10 to 50 leaders.
Ready to start with 360 feedback surveys in Oman?
Tell us about your leadership development goals. A consultant responds within one business day to scope a 360 cycle for your team.