Performance reviews can often be a source of anxiety for employees and managers alike. Employees want to make sure they are getting direct feedback from a variety of people they work with on a day-to-day basis. Managers want to make sure feedback is fair, comprehensive, and actionable. Adding to the strain is the often cumbersome process of sending out forms, following up to make sure feedback comes in, collating all the input, and trying to put it all together in a meaningful fashion.
We’ve seen customers turn to SurveyMonkey to simplify feedback gathering, follow-up, and analysis so they can spend more time on the most important part of the review: focusing in on the key things an employee is doing well and the critical areas for improvement.
Embedded below is a short, six question survey adapted from the 360 Employee Feedback template available on our site. You can quickly customize it per employee, edit it to focus on your organization’s key success factors, send it out using our email collector (so you can follow up with those stragglers who don’t complete it in time!), and easily see aggregated results per employee. By asking for the respondent’s working relationship with the employee (see Question 2 in the survey), you also have the option to filter feedback per employee based on peers or people who report to him or her, to see if there are any differences in responses. Feel free to click through to see how you might use this for your next performance review cycle.
There you have it. Spend less time shuffling paper, more time making your employees more successful, and earn yourself that well-deserved “Boss of the Year” award.
Have good questions you like to use for gathering performance feedback? Please do share.