When setting up a Leadership Review, rating scales are a lightweight way for people to provide feedback. Here are a few questions you can use to get started.
- My manager has and communicates a clear vision/strategy for the team
- My manager and I have consistent and productive 1:1s
- My manager could help support me better by… (Open ended question)
2. 360 Reviews
With a 360 Review, individuals receive feedback from multiple sources including direct team members, colleagues they work closely with, managers, and direct reports.
Gathering feedback from multiple sources allows for less biased and more well-rounded feedback. This is particularly useful for organizations where individuals often work cross-functionally. 360 Reviews are also an effective way to support team development as they provide insights into how people’s actions and behaviors can impact others.
When setting up a 360 Review, the focus should be on capturing specific and detailed examples to ensure participants can define clear and actionable next steps. Free from questions are a great way to gather this type of insight, here are a few questions you can use to get started.
- What has your colleague done really well in the last 3 months? How has this impacted you or the team?
- What could your colleague improve going forward? What would be your suggestion to improve?
3. Performance Reviews
Performance Reviews can be done in a variety of different ways, they can include a self-assessment, manager feedback, and even additional colleagues. The aim of performance reviews is to align on performance to date, expectations, and personal development goals. They also create coaching-moments with tips on how to improve in the coming period.
Performance Reviews when done several times throughout the year in a light-weight manner can help companies and teams stay aligned and on task while minimizing the risk of miscommunication and surprises at the end of the year.
- What were the key achievements of your team member since the last review?
- Self-assessment alternative: What have been my key objectives and to which extent did I achieve this
- Do you feel your team member has other strengths or skills that are not being utilized?
- Self-assessment alternative: Do you feel you have other strengths or skills that are not being utilized?
While we have only highlighted three types of reviews, there are several others that might be also be right for your organization.
By increasing the number of touch points throughout the year and opening up the feedback channels to more employees within the organization, you create space for a more well-rounded more accurate review. This allows individuals and the organization to benefit from insights that create an opportunity to course correct, adapt, and grow in real-time.
Now it’s up to you to decide what type of reviews will work best for your organization based on your stage of growth, business challenges, and other important factors.
Download The 2019 Guide to Modern Performance Management to help you decide what review types will work best for your organization, as well as best practices and examples to get you started, today.