Questions for 360 Degree Feedback
360 degree feedback has always employees to find out their hidden talents, strengths and plan development accordingly. Mostly done with mid and senior management people, 360 Feedback helps to gather feedback on performance and behavioural attributes. When we helped customers to run their 360 Feedback process, many were not clear with questions for the evaluation. Here is a template of Behavioural and Performance Attributes which can be used in any 360 Review.
While helping HRs set 360 Feedback we face this question on how the questionnaire is to be set for the feedback givers. There is a lot on at stake from 360 Feedback analysis as development plans are chalked out based on the inputs.
While selecting the participants for 360 Feedback, the attributes for 360 Feedback should have hygiene points:
- Relevant to Work profile
- Relevant to Work Behaviors
- Relevant to relation between Feedback owner and
Type of questions that can be asked in 360 Feedback can be categorized into Behavioral and Performance Attributes.
List of Performance Attributes that can be used are:
Shares important information and keeps everyone updated
Expresses information and priorities clearly
Writes clearly and concisely
Listens carefully
Asks for input
Gets back with answers to questions
Motivates others towards the good of the organization
Leads by example and acts as a positive role model for others
Recognizes good work and reports success towards reaching goals
Displays pride and confidence
Takes responsibility for actions
Gets things done
Possesses required skills and knowledge for the job
Keeps up with current developments pertaining to the job
Understands the big-picture issues
Demonstrates a willingness to accept feedback
Reacts to situations appropriately and maintains self-control
Is fair and honest
List of Behavioral Attributes that can be used are:
Ability to collaborate
Ability to prioritize
Accountability
Aligning vision and purpose
Business and financial acumen
Command skills
Customer focus
Drive for results
Effective feedback
Effective governance
Functional and technical skills
Good Listener
Has an outside-in view
Hiring and staffing
Personal connect
Problem Solving
Rewards and recognition
Thought leadership
Understands our offerings
Work ethics
These can be categorized into various perspectives. Since 360 Feedback is for mid management and senior level employees, relevant perspectives that are implemented can be:
- Managing Work
- Managing and developing People
- Managing and developing self
- Business orientation/ acumen
- Communication
- Execution Focus
- Customer Focus
- Learning
- Organizational understanding
Select the set of Feedback questions based on what you would like to measure and what you will do with the result of 360 Feedback.
For example, if you looking to measure leadership, you can use perspective Managing and
Developing People with attributes like Effective feedbac
Also make sure that you have enough feedback givers for an employee. If the number is greater than 7–8 then the data will make more sense.
The above practices will help you to make a comprehensive report for employee development. Some key aspects from the report you can draw are:
- These behaviors are identified as strengths because they received the highest overall
scores from each respondent group.
- Development opportunities
- These behaviors are identified as development opportunities because they received
the lowest overall scores from each respondent group.
-A hidden strength refers to a question or statement where others scored you higher
than you scored yourself. The difference in scores may indicate that you do not realize
others believe you are strong in this area.
-A blind spot refers to a question or statement where you scored yourself higher than
others scored you. These are areas where you can focus for specific improvement.
To evaluate you can use quantative rating scales, either out of 4 or out of 5. Usually we have seen that people are obssessed with numbers and may not fully justify the ratings. What can be done is to use a subjective rating scale, for example :
5. Highly Exceeds Expectations
4. Exceeds Expectations
3. Meets Expectations
2. Have not been upto mark
1. Needs drastic improvements
Or you can ask people to select Strenghts and Improvements. For more, you can visit our previous blog : Comprehensive guide to setup 360 Feedback
A 360 Feedback system is always helpful to set up an efficient 360 degree evaluation, as comprehensive reports and analytics is also required.
Setup your 360 Feedback today and get the best out of your leadership.
Originally published at grosum.com.
