Describe one behavior in a question:
Often the case when companies create their own questionnaires, they address two or even three behaviors in one question when it is possible that the employee can score higher on one behavior while scoring lower on another.
Maintain Consistency:
Approaches vary on how to layout a survey. Will the survey form be job, group, department, company specific or a combination? All have their advantages and disadvantages. The more specific you get the more difficult it will be to aggregate results over different departments or company level, risking employees feeling disavowed with process due to differentiating criteria.
Perhaps one survey form on a company-wide level may be too broad not taking issue with the specific competencies on different employee and management levels. We often advise companies to conduct one or two forms and keeping them general enough to address common behavioral traits shared in your company culture, vision, mission and work expectations. Especially larger companies should consider retaining certain oversight with structured consistency.
Benchmark:
When considering any 360 degree feedback software system, consider benchmark functionality. Any one survey taken in one moment’s time will provide you with 60% insight, while conducting them annually or even bi-annually will provide you with comparative analysis of progress or lack of. In the long run this approach will provide much more tangible benefit. See our 360 degree feedback tool for more information on this.
Positive Question Formulation:
Formulate your question in a positive manner avoiding negative constructs. As administrator of the metrics program you are setting the tone. It is never productive to start negative from the outset. Having faith and trust in your organization will render significant participatory results as opposed to starting out with a low morale survey.
Avoid Survey Overkill:
Keep you 360 degree review forms simple and short. Especially with 360 degree feedback systems which are quite labor intensive, you will want to keep employees engaged and not give reason to lose interest by the use of overloading surveys with too many questions. Always ask ‘Is this question relevant to our company vision, mission, work ethic or work expectation?”
source: http://www.visionmetrics.net/survey-resources/360-degree-feedback-software.aspx
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