Surendravarma
Director - Brios Consulting
Amrender
Hr Professional
+1 Other

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Hi folks,
I want some urgent help of u experts.
I want to know some innovative techniques of doing peer performance review "without their involvement".
It should be highly informal.
Its urgent guys, hope u guys will help me. Waiting for ur guidance.
Thanks in Anticipation.
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Hello all,
I dont know whats the criteria of helping people on Citehr, becoz i can see that people reply well if its just the normal questions, but when the problems are really challenging no one even dare to relpy.
Neways hope you dont face such situations in ur career, so that u will be force to think on it.
Thanks a ton.:mrgreen:
Hi Vimal,

This kind of feeback is something different feedback than the normal one. We do have peer feedback in 360 degree appraisal but in that case they are aware of that process.

This is even new to me as well, but if i would have to do this peer feedback without letting the other person know that we are taking a feedback of his/her peer from him or her. Then i would have designed a questionaire in such a way which mainly focuses on team feedback and the best and the worst team member in a team to work with.

Some sample questions i would have put in the qustionaire is mentioned below.

1. Do you enjoy working in team?
2. Do you think your team is one the best among the other teams??
3. Team members are easily approachable in the team??
4. Who is the best guy to work with in the team???
5. Who is the most approachable guy in the team??
6. Who is the best technically sound guy in team??
7. Who is the most difficult guy to deal with in the team???
8. Given a chance or preference who is the one team member you would not like to work with in the current team?
9. If given a choice to change the team would your like to change your team or you would like to continue with the current team??
10. If you have the right to sack one of your team member and promote on the team member who that guy would be and why??

I hope this may help.

Regards,
Surendra
Hi Vimal,

Those set of Questions given by surendra are good enough, Now a days People are turning to 720 degree feedback, from 360. the only difference is after review their is immediate feedback given to the subject (Emp.).

But in your case subject should not be aware of his/her review then these questions by Surendra are good, on the other hand if are interested to take a feedback in particular from peers make sure that u have good relations with every body in ur organization, as u must be aware of "GrapeVipe". Questionnaire is must in both the case but the criteria or KRA may differ and methodology may also Like for Manufacturing "WORK STANDARD APPROACH" is adopted methodology will differ from industry to industry.

Before implementing those 10 Questions make sure the way you will quantify in particular. some question need to be changed as feed back may differ based on different people relationship in a group effects like HALO, STERIO TYPE etc must be kept in mind before designing Queationnaire .

I will rather suggest u to design the questionnaire yourself as u are more clear about ur org. culture and enviroment.

for more help u have to specific and tell us about your industry and our company.
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