Other Free Forms to Ease the HR Process
Guide to Activate This 360° Survey
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Now, when you are in, let’s explore the Builder. We have placed your 360-degree survey sample in the center, framed by editing tools and tabs. Hit the Form Elements icon on the left to unwrap the whole range of survey and form elements. Drag-and-drop the required ones and edit them your way. You can enrich your survey with more text, headers, images, logic jumps, and page breaks. Upload your logo instead of the default one. To set a brand color scheme, fonts, ribbon, footer, etc. click the Form Designer icon. The same right menu will work as an element setting, once you click the Settings icon over a particular field.
When all the edits are done, don’t forget to check the finished result by hitting the Preview button. Like what you see? Go further to the Publish tab to make the survey accessible. With this step, the survey is officially online and ready to collect applicants’ responses. Copy the link to share it with the targeted reviewers.
Use the Set Up tab to set email notifications for your HR division. Thus, you will collect response data as a PDF in your company’s inbox alongside the AidaForm Response Inbox.
360-Degree Feedback Questions and Tips
360-Degree Feedback is Always Confidential
Basically, what is 360-degree feedback? A cluster of co-workers’ honest opinions on an evaluated employee. To let people share their independent views, keep the survey anonymous. The only thing you need to know is the appraiser’s position regarding the person assessed. This is why your very first question will be:
- Whom are you assessing?
- What working relationship do you have with your colleague?
Involve Just Direct Co-Workers
The 360-degree assessment method implies surveying of the closest co-workers, who communicate directly on a daily basis. There is no sense in asking, let’s say, a manager who works remotely, away from the team, and communicates with them barely once a week by phone. This person is not able to give a precise review of a targeted employee’s interpersonal or leadership skills, which are essential angles of 360-degree feedback.
Turn the 360-Degree Result Into a Development Plan
The 360-degree appraisal form is never a motive for criticism or for collecting compromising material. A receiver should see the results in the form of a well-structured follow-up plan for training and professional development. HR, or a performance evaluation specialist, analyzes and comes up with a precise review of the receiver’s work behavior and competency. Within one-on-one conversation, the HR-manager explains the main directions for professional growth based on the results.
Include Specific Ques
The goal of our 360-degree feedback sample questions is not just to evaluate all aspects of competency but also to let people express their personal experience of working with a colleague. These questions will give a more individual look:
- How comfortable do you feel working with your colleague?
- How exactly does your colleague affect your work?
- Do you find him/her supportive and understanding?
- Do you trust your colleague’s opinions and decisions?
- Would you recommend him/her as a good worker?
- Can you say he/she always behaves professionally?
- Do you feel he/she treats you with respect?
Break the Survey into Convenient Blocks
This tip is not for applicants but more for convenient and efficient HR operating. Dedicate each survey’s block to a certain feature or competency to facilitate the analyzing process. Keep related ques together and combine all the same-type fields into matrices to make the survey concise.
Self-Evaluation Might Be a Part of 360-Degree Feedback
Here, you can kill two birds with one stone. Let employees assess their own performance within the same 360-degree feedback questionnaire. This self-evaluation section will perfectly complete the 360-degree feedback mission. Where does an employee see further opportunities to improve? Self-review gives a wider coverage result.
Add More Appraisers
The method exists not just for managers, colleagues, and subordinates. Go beyond the company walls and extend this 360-degree feedback template to 540-degree feedback! Engage clients, suppliers, and vendors as appraisers. If the targeted person interacts with third-parties (as a sales manager, representative, delivery executer, etc.), he/she might be evaluated from this angle as well.