Most people have "blind spots." They don't see themselves as others see them. For this reason, they often don't understand the impact their actions have on others. Although well-intentioned and hard-working, they may be the only ones who don't know they are causing problems. Feedback is essential for them to improve their performance.
People who take a professional attitude toward their work want feedback. They want to know what's working and what isn't. They want to be part of solutions, not the cause of problems. They don't like having blind spots, and they want to know how to improve. back to top
The problem is that most people don't know how to affirm each other's strengths, and they find it uncomfortable to confront each other directly about performance issues. They often find it easier to bring these things up to fellow team members, so the individual who needs the feedback never hears it. Also, when someone gets feedback from only one person, there's a tendency to discount the feedback as just a single opinion-whether the feedback is positive or constructive.
How can your organization encourage people to give and receive valuable feedback so they can perform at their best? back to top
People need an efficient, confidential and anonymous vehicle for giving feedback to each other. State-of-the-art software can simplify the process of collecting multi-source (360) feedback for anyone in your organization.
20/20 Insight GOLD is the world's most versatile feedback tool. With this system, you can set up surveys to collect virtually any type of feedback-ideas, opinions, impressions, ratings-from any number of people about the performance of an individual, a team or even your organization as a whole. back to top
John* was a newly promoted manager with a major utility company. With his new position, he inherited a team of 13 supervisors. Most were long-term employees, and John was much younger than most of his direct reports. Many of the supervisors thought they deserved the promotion and resented John's appointment.
He soon discovered that the performance of his supervisors was below par. He spent a lot of time working on relationships with each of them, clarifying service standards and trying to build a cohesive team. Despite his best efforts, John encountered resistance; and performance did not improve. He knew that the supervisors were unhappy, but he couldn't get them to talk about their dissatisfaction. When he learned about 20/20 Insight, he decided to use it to ask for feedback about his leadership practices. He hoped that the information gained would provide a basis for dialogue and team building.
Working with a consultant, John selected the behaviors critical to his leadership. The consultant then met with the team and explained how the feedback would be collected. She assured everyone that their responses would be anonymous.back to top
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You can relax. Our experienced team will make sure your project goes smoothly, and we'll keep you updated on respondent progress throughout the process.
You'll get the results you need-on time. Your satisfaction is of utmost importance to us, and your reports will be delivered just the way you want them.
Respondents can feel safe. All assessment data are confidential and anonymous, and everything is stored off-site.
Respondents get easy access to their assessments. Because the questionnaires are delivered over the web, participants can complete them from anywhere at any time-all they need is an Internet connection.
And when you work with us, we manage all the details!
We know how to create quality survey components.so you don't have to.
We'll work with you to gather the information needed for your project.
Participants. Names of individuals, team or organization to receive feedback (subjects) along with those who will provide feedback (respondents).
Rater Relationships. How each respondent is related to a given subject. Examples: Manager, Peer, Direct Report
Survey Items. Select from our extensive library or provide your own list of competencies.
Scales. The unit of measurement used in the assessment, a scale includes a question stem with descriptors. You can include multiple scales in the same survey. Examples: Agreement, Satisfaction, Importance
Open-ended Questions. Collect open-ended responses at any point in the survey. In addition to traditional summary questions as the end of the survey, you can get optional explanatory comments for each item or category. back to top