Survey 623 en gid sid group_order randomization_group grelevance id gid group_name description language sid group_order randomization_group grelevance Thank you for your time and thoughts to provide feedback to NAME.

 

]]> qid parent_qid sid gid type title preg other mandatory encrypted question_order scale_id same_default relevance question_theme_name modulename same_script <![CDATA[G1Q1a]]> <![CDATA[GxxQ01]]> <![CDATA[GxxQ02]]> <![CDATA[rcptSlctr]]> <![CDATA[rcptDefaults]]> <![CDATA[GxxQ03]]> <![CDATA[G99Q99]]> qid parent_qid sid gid type title preg other mandatory encrypted question_order scale_id same_default relevance question_theme_name modulename same_script <![CDATA[jdo01]]> <![CDATA[jdo02]]> <![CDATA[aan03]]> id qid question help script language Welcome, {TOKEN:FIRSTNAME}!

👋 Thank you for taking the time to provide feedback to one or more colleagues. Please read the below before you get started.

We are still piloting 360° feedback as an additional, semi-anonymous tool for sourcing qualitative feedback for every staff member. This is round #3 of the pilot. The tool has been updated based on input we received.

The main objective remains to help each other identify strengths and opportunities for development and growth. As such, the system is primarily meant to be a learning tool.

Here is what has changed since last time:

  • Everything is optional. You are getting suggestions with whom you might have worked recently, and for whom you might therefore have useful feedback to share. If you feel differently, you can just opt out of providing feedback to those colleagues and opt in to providing feedback to another colleague or colleagues.
  • With this change, there is no longer a formal option to indicate plans for bilateral feedback conversations. We still very much encourage those, particularly if there is something that made your work difficult that needs addressing. Please set up a meeting and talk to your colleague directly.

Here is what stayed the same:

  • Answers get repackaged by recipient and sent to the recipient's supervisor and, if different, their responsible management team member, for sharing with the recipient as part of their regular feedback & development meeting.
  • The exception is the optional “for your eyes only” section. Responses in this section will not be shared with the respective colleague's supervisor (or the management team), but ONLY with the colleague themselves.

Finally, a friendly reminder about the key principles of constructive feedback:

  • Be precise: use specific language and concrete examples; no wholesale judgments;
  • Use thoughtful “I” messages: share from your experience and perspective, but explain what you mean; beware of generalizations or anecdotal evidence;
  • Strive for a good balance: positive feedback is feedback, too!
  • Zoom out and take a longer view: think patterns of behavior rather than isolated incidents; recurring themes rather than one-time events.

Ready? Then let's jump in.

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