Dear rater's-first-name, As part of my leadership development, I am doing a 360° feedback process. I would appreciate it if you would rate my leadership and management skills. You will be asked to identify areas in which I do well and areas that I could develop.
These close-ended questions are useful for adding to management 360 feedback reviews, to ask relevant questions for this particular role. Does the manager work in a respectful manner to others? Does the manager consider other team members' opinions before making a decision? Does the manager effectively solve problems?
360 degree feedback, also known as multi-rater feedback, is a system in which anonymous feedback is gathered about a member of staff from various people they have working relationships with. This is usually their managers, peers, direct reports, subordinates – hence the name “360 degree”.
“I always feel more (optimistic/confident/energised/inspired) after our one-on-one meetings.” 10. “Your (work ethic/dedication/perseverance/can-do attitude/passion/creativity) sets an incredible example for the whole team.”
Tech Titans Use 360 Feedback It should be no surprise that tech companies like Google and Netflix are among the adherents to 360 feedback. Grove HR recently did a deep-dive into how Google conducts performance reviews and 360 feedback plays a central role.
Positive 360 feedback examples The approach you have to resolving conflicts is commendable. Your active listening and tactful communication have helped to transform conflicts into opportunities for growth and team bonding.
"This person is very confident in their role as group leader. They can get the most out of everyone on the team." "This person is highly effective at leading work groups and able to resolve conflicts among participants." "This person is fair and treats every employee in the team equally and respectfully."
So, for your feedback to be constructive without making things awkward, you can follow these steps: Be empathetic. The most important thing when giving feedback is to consider the receiving employee's reaction. Consider your position. Be objective. Include positive feedback. Constructive criticism. Give examples.
How to conduct 360 reviews Establish criteria for rating each employee. Invest time into developing useful, relevant questions that provide valuable insight. Choose who will assess each employee. Send surveys. Send the survey to the employee. Schedule the 360 evaluation. Review ratings with employee. Follow up on progress.