360 degree performance review surveys are among the best ways to get clear, constructive employee feedback that tells you how your team is doing.
From interns to upper-management, these performance reviews will help you identify the quiet leaders in your company—as well as where there are areas for improvement.
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En el mundo corporativo, es un proceso en el que los empleados reciben feedback anónimo de todos los que trabajan con ellos, desde los gerentes hasta los miembros del equipo y desde los compañeros hasta el personal de apoyo. La evaluación de 360º grados es una oportunidad para el desarrollo profesional. Ofrece consejos profesionales regulares y prácticos, a diferencia de las evaluaciones de desempeño tradicionales, que normalmente solo ocurren una vez al año.
We’re going to give you some sample feedback questions to get the ball rolling. These review questions are good to break into different sections so that you can get a full overview of the situation.
As anybody who has spent more than 20 seconds on LinkedIn will know—leadership skills are in perennial high demand across all companies.
Decision making, communication skills, delegation and offering new ideas are all aspects that make up the perfect leader—so try to include questions that deal with these skills in your feedback survey.
Tonnes of people have an amazing CV and can excel in an interview. But they can buckle when it comes to challenging solutions. And in the constant flux of the job marketplace, problem-solving skills have never been more important.
Here are some example 360 degree review questions about problem-solving to get you started:
Organizational questions can range from personal professionalism, such as arriving on time—to how a supervisor structures their team.
This makes these questions a key part of any 360 review:
Interpersonal skills are the glue that holds a team together. Get them right, and working can be a pleasure. But get them wrong and it can lead to confrontation and mistrust.
You can elicit how well a member of staff gets along with their colleagues with the following questions:
Gaining feedback is the cornerstone on which our company was built. Typeform is allowing us to build on this concept with clean interfacing and it doesn’t break the bank!
Nearly there—you just have to put the questions down onto the 360 survey. And there are two things you have to take into consideration here—the question types you use and how you structure your survey.
Internal performance management surveys do not require the same cleverly crafted questions that customer-focused surveys need.
This means you can go to town on open-ended questions and get both quality and quantity in your feedback.
Like in our sample questions, a good idea is to use Rating questions with a mandatory comments question to give examples.
More detail gives more accuracy and ultimately provides you with the information you need to take the right steps in the future.
So, you have your open-ended questions ready—nice.
Now, you have to structure them clearly.
One golden rule for all surveys is to make sure each question logically follows the last. This doesn’t just make it easier for your colleagues to answer, but you’ll find it a lot simpler to analyze later.
Another aspect that makes life easier for everybody is to focus each question on just one topic.
Questions that span two issues can create confusion, so if you want to ask two things—simply use two questions.
Una vez que los empleados hayan enviado tu encuesta de evaluación 360 grados, querrás saber qué hacer con tus resultados. Puedes integrar tus formularios online de evaluación 360 grados con más de 500 aplicaciones web, que puedes usar para analizar la evaluación o almacenar datos importantes en los lugares correctos.
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