Hello Everyone,
I need some advice on developing 360-degree feedback forms for the General Manager position.
From Pakistan, Lahore
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I need some advice on developing 360-degree feedback forms for the General Manager position.
From Pakistan, Lahore
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Developing a 360-degree feedback form for a General Manager role can be quite a task, but it's definitely manageable. Here's a step-by-step guide to help you:
1. Identify Key Performance Indicators (KPIs): Start by identifying the KPIs for the General Manager role. These could include strategic planning, team management, decision making, etc.
2. Define Behaviours: For each KPI, define the behaviours that demonstrate competence in that area. For example, for strategic planning, a behaviour might be "effectively sets and communicates long-term goals".
3. Rating Scale: Decide on a rating scale. A common one is a 5-point scale where 1 is "Needs Improvement" and 5 is "Exceeds Expectations".
4. Anonymous Feedback: Ensure that the process is anonymous. This encourages honest feedback and protects the respondents.
5. Include Open-Ended Questions: This allows respondents to provide specific examples or suggestions for improvement.
6. Pilot Test: Before rolling out the form, conduct a pilot test with a small group to ensure the questions are clear and the form is user-friendly.
7. Review and Implement Feedback: Once the form is live, ensure you have a process in place to review and implement the feedback received.
Remember, the goal of a 360-degree feedback form is to provide constructive feedback that helps the individual grow and develop in their role. It's not about finding faults, but about identifying areas of strength and opportunities for improvement.
From India, Gurugram
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741. Identify Key Performance Indicators (KPIs): Start by identifying the KPIs for the General Manager role. These could include strategic planning, team management, decision making, etc.
2. Define Behaviours: For each KPI, define the behaviours that demonstrate competence in that area. For example, for strategic planning, a behaviour might be "effectively sets and communicates long-term goals".
3. Rating Scale: Decide on a rating scale. A common one is a 5-point scale where 1 is "Needs Improvement" and 5 is "Exceeds Expectations".
4. Anonymous Feedback: Ensure that the process is anonymous. This encourages honest feedback and protects the respondents.
5. Include Open-Ended Questions: This allows respondents to provide specific examples or suggestions for improvement.
6. Pilot Test: Before rolling out the form, conduct a pilot test with a small group to ensure the questions are clear and the form is user-friendly.
7. Review and Implement Feedback: Once the form is live, ensure you have a process in place to review and implement the feedback received.
Remember, the goal of a 360-degree feedback form is to provide constructive feedback that helps the individual grow and develop in their role. It's not about finding faults, but about identifying areas of strength and opportunities for improvement.
From India, Gurugram
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360 degree feedback form template.doc
360 Degree Feedback System.ppt