Conducting a performance review is a great way to provide employees with specific feedback regarding which skill sets enhance their performance and which skill sets need further developed.
The manager is limited in his or her ability to provide feedback, as they do not always work with the employee on a daily basis.
SEE ALSO: 5 Key Benefits of Real-Time Performance Feedback
Asking for 360-degree feedback will develop a more holistic view of the employee’s contributions to the organization and reduces bias. This more robust, holistic view of the employee can help the organization better identify future leaders for succession planning.
Structure and Specificity
Most 360 review surveys focus on three key areas: achievement of goals, aspects of the job, and demonstration of leadership ability. The questions chosen for the aspects of the job section need to relate to the skill sets the organization has outlined for the employee’s role.
Feedback can be given on a five-point—or a three-point—scale. The five-point scale includes: not at all, rarely, sometimes, often and always. The three-point scale includes: never, sometimes, and always.
Be sure your feedback tool allows employees to include comments with the rating to include specific examples for their ratings.
Sample 360-Degree Feedback Questions
1. Does the employee have a high level of initiative and motivation to achieve goals?
2. Does the employee follow up decisions and maintain focus on priorities?
3. Is the employee flexible in adapting approaches to new demands and unforeseen circumstances?
Planning and Decision Making
4. Does the employee effectively use strategic and business planning processes to set direction and strategies?
5. Is the employee able to recognize opportunities and translate these into workplace proposals?
6. Does the employee have a clear understanding of their role and their industry?
7. Does the employee understand how to utilize the tools available to assess their business opportunities?
8. Does the employee proactively their progress to their goals?
9. Is the employee able to manage financial, staffing, and physical resources efficiently?
10. Does the employee redeploy resources to meet changing demands and circumstances and ensure priorities are met?
11. Does the employee communicate in a clear and concise manner?
12. Is the employee communicating with individuals at all levels of the organization?
13. Does the employee anticipate any future challenges that may impact their business?
14. Is the employee capable of adjusting strategy when the business environment changes?
15. Does the employee positively challenge the status quo?
16. Does the employee maintain a positive attitude during times of uncertainty?