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There are some preliminary decisions you need to make in order to get the most out of this decision. Asking for feedback is a wonderful thing to do for yourself and others, and carries with it some obligations. Being asked for feedback by one's supervisor or manager can sometimes feel risky, and before doing so, you must clarify your intentions, objectives and extent of the data collection, issues of confidentiality and anonymity, and how the data will be used.
These issues must be addressed prior to beginning data collection. In EGL's system, you will be able to set your own rater groups. You will only know who has responded or not, and will NOT be able to see individual responses.
Select your Rater Groups
One of the key benefits of 360 degree feedback is the ability to gain perspective from a wide variety of sources. As a result, the selection of raters for 360 degree feedback is important to ensure the acceptance of feedback and ownership over future development.
Basic Guidelines:
  •   Your Self ratings should always be included. It is essential that you fill our the survey as well.
  •   Your Manager/s should be required to provide feedback. If you have additiona report relationships (matrixed or dotted line), include these as well.
  •   A you's Direct Reports should all be invited to provide feedback. Inviting all Direct Reports sends the message that feedback from all members of the team is equally important.
How to Select Other Raters:
Beyond Self, Manager and Direct Reports, other rater group roles can include:
  •   Peers
  •   Internal Customers/Business Partners
  •   External Customers
While all three of these additional groups do not need to be included, you likely have a group of Peers with whom you interact on a frequent basis. Peers can provide insightful feedback on interpersonal relations and teamwork behaviors not observed by Direct Reports. Similarly, including External Customers in the feedback process can add a unique perspective on behaviors related to service quality.
Raters for these groups are typically selected in one of four ways:
  • 1.  Raters are selected by you based upon a set of guidelines,
  • 2.  Raters are selected by your direct Manager/s,
  • 3.  Raters are selected by HR based upon a set of specific guidelines (i.e, all peers must be included), or
  • 4.  Raters are selected using a collaborative process where you and manager agree upon the list of raters.
Determine the method to be used here.
Interaction with you is important to consider.
The nature of and amount of interaction that a rater has with you plays an important role in the accuracy and helpfulness of the feedback that is provided.
  •   Raters should have known and worked with you a minimum of 4-6 months.
  •   Raters should have frequent work-related interactions with you.
  •   Raters should understand the nature of your role and job duties.
  •   Managers should assist you in selecting raters with whom they work well, as well as individuals with whom they have not worked well.
If possible, it is always best to provide the rater with an opportunity to opt out of the ratings process should he/she feel unable to provide accurate ratings due to the length or amount of time he/she has worked with the you.
Building a comprehensive rater list is the foundation of a robust 360 degree feedback process. You will glean much from feedback sources who represent the diversity of their working relationships.
While a bigger group gives more detail, it is as good as the amount of interaction you have with those people. Determine a balance between as much inclusion as is possible, ensuring that you only include people who can give valid and relevant observations.
Set your Time Frame
Determine a beginning and end date for your raters to be able to respond to the survey. You can set a beginning date as early as now. You need to determine how long to give your raters to respond to the survey. Give them time to respond with some thought. However, if you set it too far out, we find that the response rate often goes down.
Typical times run 2 to 3 weeks. You can do shorter if you know your audience and you are sure they are available, prepared, and willing to respond quickly. If you go longer, you will need to send reminders to get all of your responses back.
Determine your response date
Before you invite participation, make a commitment to get back to your raters with information relative to what you have learned in the process. It is a trust builder to respond to people in a way that makes their time contribution useful.
Remember to communicate all the relevant information to your rater groups BEFORE the invitation goes out from this system.


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