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Results of my 360 degrees feedback. What my colleagues had to say.

I finally completed the 360 degrees feedback exercise I initiated a few weeks ago. At the time, I created a document to collect my colleague’s feedback and explained why I was using this method for my performance assessment this year.

Before I get into the results, I must say that I was very pleased with the new tool as it forced people to make some choices in where they would allocate their points for the strengths and weaknesses. One of my evaluator had a comment that summed up the process nicely. He said “Your tool is very similar to you. It is simple yet it has a playful complexity behind it. It forces the evaluator to really give some thoughts to his answers”.

The graphic below presents the average score for each question, in descending order. Out of the 20 people I invited to take part of my evaluation, 17 people participated and filled out the questionnaire while 1 participant preferred to provide an evaluation without filling it out.

Graphical representation of the results of my 360 degrees feedback

Graphical representation of the results of my 360 degrees feedback

Evaluators could score each question on a scale from -4 to +4. The explanation of each score is presented at the end of this post.

Although the results are very interesting, the process allowed me to receive a lot of feedback and have open conversations with people I work with. In my opinion, this is by far the most positive aspect of this process. I look forward to repeating the process once again next year.

  • -4: This competency is below the 1st percentile compared to the population.
  • -3: This competency is below the 10th percentile compared to the population.
  • -2: This competency is below the 25th percentile compared to the population.
  • -1: This competency is below the 50th percentile compared to the population.
  • 0: This competency is average.
  • +1: This competency is above the 50th percentile compared to the population.
  • +2: This competency is above the 75th percentile compared to the population.
  • +3: This competency is above the 90th percentile compared to the population.
  • +4: This competency is above the 99th percentile compared to the population.
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2 Comments Post a comment
  1. Martin,
    I’m really impressed :
    - by the results as that really reflects who you are.
    - by your courage to expose yourself in a really “public” transparency.

    As I said when we met to discuss my responses to the questionnaire, during that exercice it was hard to make a choice, but it has been a great opportunity to explain each (no-)decision.
    I think about it as a mean to reinforce relationship and confidence.

    Now, what are you actions to improve the last 10 points ? ;-)

    December 24, 2009
    • Thank you for your comment Tremeur. In addition to wanting to be transparent about my strengths and weaknesses, I made the results public so people prompt me about my improvement program – as you did!

      Although I believe the strengths and weaknesses are contextual, I do plan on setting actions to improve my results next year. Maybe that could be my New Year’s resolution…

      December 24, 2009

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