Note: Most use 180° peer feedback, up-ward feedback, 360° degree feedback, performance reviews, anonymous feedback, structured annual review and other terms interchangeably ti say the same thing.
This is a hands-on guide to doing 360° performance reviews or feedback surveys via the custom survey module as foundation for development plans.
The goal of this article is not to outline the only way. There are many good ways to do this. We suggest you adjust your own internal process however you’d like.
Guide for setting up the surveys
Survey introduction
The purpose of this survey is to gather development feedback for NAME.
You'll be asked to add feedback on behavior that should continue, as well as behavior that you think could or should be reconsidered.
Please only write qualitative feedback that you believe is important for the person to improve or grow - this keeps it constructive and helps the recipient focus on what's actually important and not small things that don't move the needle.
Be honest but fair and respectful in your feedback.
Choose recipients
Who should review this person? Choose via segments or add individuals. Chosen recipients are shown in the box on the right. Click the red button to remove them if needed.
If the purpose of the 360 is feedback for development, then we recommend the employee pick the ones they want feedback from. It's tempting, and can feel logical, to include people they don't work well with, but it can backfire in terms of driving change - e.g. suggest to include John, even though you know they often clash, but let the person decide who they get feedback from themselves.
If the purpose of the 360 is to assess performance for promotions, bonus, salary adjustments etc. as well as development, then it might be harder to justify the employee to pick all the respondents themselves.
The questions
# | Topic | Question | Description | Type |
1 | Managing work | How good is NAME at managing work? | Base this on how good they are at prioritizing time, executing effectively, and delivering consistently. | Scale 0-10 |
2 | Domain expertise | How good is NAME at (domain specific, e.g. leading X Team)? | Base this on their(competency, level of expertise, and skill set within leading X Team). | Scale 0-10 |
3 | Collaboration | How good is NAME at collaborating in a team? | Base this on how good they are at bringing a positive attitude, being inclusive and supporting, and behaving thoughtfully. | Scale 0-10 |
4 | Project management | How good is NAME at steering projects and guiding people? | Base this on how good they are at guiding projects, empowering a team, helping people do better and develop. | Scale 0-10 |
5 | Critical thinking | How good is NAME at critical thinking? | Base this on how good they are at assessing problems, determining the best path forward, planning in abstract settings and solving complex challenges. | Scale 0-10 |
6 | Continue feedback | Please describe what positive behaviour or skills you appreciate and want to see continue. |
| Text |
7 | Improvement feedback | Please describe what behaviour or skills you observe lacking and think should be improved. |
| Text |