Using a 360-degree feedback form to assess your leadership
Most organizations use a top-down approach to assess their employee’s performance. The assumption is that the individual’s manager is the best person to perform an un-biased, quality performance review. As I already pointed out, only archaic organizations still rely on this type of performance assessment (see #6). Not only are traditional performance review not representative but they focus on the skills and competencies the manager wants his employee to develop.
On the other hand, if you prefer a more comprehensive review, you may be interested in 360-degree feedback. This type of feedback mechanism covers various sources – boss, colleagues, employees, customers, suppliers, etc and as such provides better coverage for the evaluation of an employee’s strengths and weaknesses. In some cases, the employee may even decide which specific skills to assess.
360-degree feedback form
After working on the competencies required by my bosses for most of my career, I have decided to build my own 360-degree feedback form to assess my leadership abilities. You may download and use the Excel version of this form – a pdf version is also available. *
The form presents Weaknesses – skills to improve (in column C) and Strengths – skills to maintain (in column I). The evaluator must rate each statement or competency, using a scale from 0 to -4 (for the weaknesses) and from 0 to 4 (for the strengths). The evaluation scale is presented below.
Although there are 50 competencies, the evaluator is given a maximum of 25 points to allocate forcing them to choose which competencies to recognize as strengths or weaknesses.
Evaluation scale
- 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 10th percentile compared to the population.
- +4: This competency is above the 1st percentile compared to the population.
360-degree feedback form by Martin Proulx is licensed under a Creative Commons Attribution 2.5 Canada License.
* Under the Creative Commons Attribution 2.5 Canada License, you are entitled to distribute, remix, tweak, and build upon my work, even commercially, as long as you credit me for the original creation. This is the most accommodating of licenses offered, in terms of what others can do with the works licensed under Attribution.
You may find further information about the 360-degree feedback in this post – http://www.greatleadershipbydan.com/2009/11/10-ways-to-get-most-from-360-degree.html
Bang on target… Infact,
1. I have observed that most of the organizations do not have a provision of providing anonymous feedback to their colleagues.
2. And for organizations who follow 360 tools do not have the provision of providing continuous feedback to their colleagues. They have to wait for the yearly cycle to complete.
I am looking for an option wherein individuals can initiate 360 on their own and are not dependent on the company to run it. Colleagues are free to rate anyone any time and obviously it has to be anonymous. It should be cutting across organizations i.e. if i have worked in 4 companies, i should be able to see the feedback from colleagues of all the four companies. This requires a separate application accessible to all the users.
In fact, recently i have observed a trend wherein individuals can use websites (orcoli – http://www.orcoli.com) and take the benefit of above mentioned ones.
Thank you for pointing out this web site Pallav.