Performance Feedback: Constructing Evaluation and Feedback

This document discusses the concept of performance feedback and the importance of evaluation and feedback in the workplace. It introduces the idea of a 360-degree assessment and provides guidance on designing and administering a questionnaire. The document also explores the power of vulnerability and its impact on personal growth and connection with others.

TEL 431: Learning in Workplaces
L6 Activity
Performance Feedback
Constructs: Evaluation and Feedback
Name:
Date:
Your Assigned Facilitator:
NOTE: Please bold all your responses so nothing is missed when your work is assessed.
NOTE: This document must be submitted with the url to your survey (paste below when
requested) as well as a stand-alone Excel document (submitted as an attachment). If you
do not submit all three deliverables you will receive 0 points for the entire assignment,
and be asked to resubmit a completed assignment within 24 hours. In this case there will
be a reduction of 10% of the possible points.
Background Information about Performance Reviews
Think about the learning institution you envision for your future target job. Your responsibility
would be to contribute to the goals and mission of that organization. There are several ways to
measure your success. You would want to document your progress towards these goals. You
would want your responsibilities to be measured in a way that is reliable and credible, and fair.
Most organizations have institutionalized a performance review process, which is usually
handled through the organization’s human resources department as a formal, annual process.
The purpose of a performance review is to evaluate the job performance of an employee. The
performance review is typically used as justification to increase salary or to offer advancement
in position.
There is much research suggesting traditional performance reviews, conducted by an
employee’s supervisor, at best have limitations, and can sometimes be detrimental to morale
and motivation.
A Complementary System
In addition to an annual performance review, research has shown pairing multiple rating sources
can provide more accurate, reliable, and credible information, and insight about an employee’s
performance and limitations. Additionally, research has shown that evaluation systems that use
a variety of rating sources to supplement the supervisor’s evaluation are more influential on
employee change and motivation.
The 360-degree evaluation was established to provide multiple angles of review of an
individual’s work-related performance. It is conducted by administering a questionnaire to
individuals who have contact with the employee, including:
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· self
· subordinates
· peers
· superiors
· clients/customers/students
For this activity you will ask others to take a 360-degree assessment about your behaviors.
Those who take the assessment on your behalf can be your superiors, peers, customers, and
possibly subordinates. You can do a 360 of yourself in your work environment, an organization
where you volunteer on a consistent basis, or any other group-based setting such as a club or
church group. As a backup plan, you can do a 360 of how your family members see you. The
idea is to review your behaviors from others’ perspectives, to learn more about yourself, and to
use the insight gained to improve yourself in the given environment.
Asking someone to review your attitudes and behaviors puts you in a very vulnerable position.
To help you understand the power of being vulnerable, and how being vulnerable can change
the way you interact with others, watch this TedTALK by Brené Brown, socialwork scientist: The
Power of Vulnerability. http://www.ted.com/talks/brene_brown_on_vulnerability?language=en#t-
7396
DESIGN A 360 QUESTIONNAIRE
Review this document to get a more complete explanation of benefits of a 360-degree
assessment. Pay special attention to the respondent categories and the precautions. This will
help you make good choices as you progress through this activity:
United States Office of Personnel Management, Performance Management Practitioner Series
(1997). 360-degree assessment: An overview. Retrieved from https://www.opm.gov/policy-data-
oversight/performance-management/performance-management-cycle/rating/360assessment.pdf
Before you go further, explore the context of your 360. Provide a summary of the situation,
including the purpose or vision of the organization, your roles and responsibilities, who you are
responsible to, who your equals are, who reports to you (if applicable), and who the system
serves (e.g., the customer, client, patient, where applicable) (3 pts):
To get a better understanding of possible content and structure of a 360 questionnaire, review
the examples on this web page: http://www.hr-survey.com/360FeedbackDemos.htm
Write an opening paragraph for your questionnaire. Explain the purpose of the 360 with some
detail. Include that you will not be collecting identifying information on respondents (e.g., names,
email addresses, etc.). Be sure this comes across as a request, and something that would be
helpful to you, not a mandate. Let them know how their insight will be helpful to you. Provide a
deadline for their participation that is TWO DAYS PRIOR TO THE DEADLINE FOR THIS
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ASSIGNMENT so you have some time to review the data and internalize their feedback. Write
your introduction paragraph here (5 pts):
The introductory paragraph:
I would like to work as a manager in the department of the corporate social activities in a retail
company and would like to align myself with the company’s mission and vision. The company
strives to become a global leader in the business by empowering innovation and by providing a
complete satisfactory experience to the customers. The vision of the company is to act as a
caring and well-managed organization and become the responsible citizen of the nation.
The survey is a self-assessment criterion to get a view on certain categories that would help me
in informing about my development as a manager and suitable individual for the particular
designation.
Now, determine a list of 5 categories that would be the most helpful in informing your
development. For ideas, review this comprehensive list:
● Accountability
● Achievement
● Bias for Action
● Change Management
● Decision Making
● Developing Others
● Empowering Others
● Establishing Focus / Direction
● Excellence
● Flexibility
● Goals
● Initiative
● Innovation
● Integrity
● Interpersonal Skills
● Managing Performance
● Problem Solving
● Professional Development
● Project Management
● Teamwork
For each of the 5 categories, compose 3 or more questions using a Likert scale, and 1 open-
ended question (minimum 4 questions total). The format of a typical five-level Likert item could
be:
1. Strongly disagree
2. Disagree
3. Neither agree nor disagree
4. Agree
5. Strongly agree
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Here are some ideas: http://www.hr-survey.com/360FeedbackItems.htm
Write your category headers and questions here:
Category Header 1: Decision Making
Likert items (3 or more):
1. I try to evaluate the issue properly before making a decision?
2. I always evaluate the result before taking a decision?
3. I consider the potential solutions to various problems before coming down to a decision?
Open-Ended Question (1):
1. Suggest me one way of improving my decision making skill
Category Header 2: Accountability
Likert items (3 or more):
1. I motivate people to encourage them to be active
2. I procrastinate important things which needs my immediate attention
3. I always need a reminder to do things at the right time
Open-Ended Question (1):
1. Please share a tips for better time-management
Category Header 3: Flexibility
Likert items (3 or more):
1. I am approachable for anything at any point of time
2. I do not hesitate to work even on my leaves
3. I give the equal flexibility to others at work
Open-Ended Question (1):
1. Share your views on flexible work timing
Category Header 4: Problem solving
Likert items (3 or more):
1. I keep excellent problem solving skills
2. I believe in getting things done rather than blaming others
3. I always understand the situation before coming to a conclusion
Open-Ended Question (1):
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1. Can you remember a time when I took a wrong decision in problem solving? Please share the
incident
Category Header 5: Empowering others
Likert items (3 or more):
1. I believe in collective decision making
2. Autocratic leadership can never give the best fruitful result
3. I give empowerment opportunity to everyone who works with me
Open-Ended Question (1):
1. Suggest me a way to measure the ability of others towards achieving organisational goals
BUILD A GOOGLE FORM
Create your questionnaire in Google Forms to include (15 pts):
· opening paragraph, per above, on it’s own page
· headers to label each category OR separate pages for each category
· 3 or more Likert-type questions per category
· one open-ended question per category (Make these questions “required.”)
· customized thank-you text
(See tutorials above.)
Paste your thank you text here (2 pts):
Thank you for taking out the time and help me to fill the survey.
Here are some training materials that will help you with this task:
1. Watch the Using Forms in Google docs video to get an overview of Google Forms. It is
old enough that it calls Google Drive “Google Docs”, but the overview remains the same
as far as why this is such a cool tool. You can still go as he states, to Google Sheets,
then use the Tools>Create Form, to start a new survey. Newer tutorials show using the
New>More>Google Forms method of starting a new survey. Either way is fine.
2. Watch this 13-minute screencast that will show you all the INs and OUTs of how to
create a Google Form. For those using the NEW Google Forms optional update try this
tutorial.
3. Use this support page for creating your first form.
4. Learn about some of the tips and tricks that can help you make more sophisticated
Google Forms.
Paste the URL to your questionnaire here:
https://forms.gle/y3qefpLLYfAFNqpRA
ADMINISTER THE QUESTIONNAIRE
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Take the questionnaire yourself, based on how you see your own behaviors. Double check the
response spreadsheet to make sure your data appears. If it does not, you have some trouble-
shooting to do before you send it out to your list of respondents. Edit any questions you feel are
not clear.
Population Types
Now make a list of individuals from this environment who might provide insight about your
knowledge, skills, behaviors, and attitudes. These individuals should fall within a variety of the
population types listed below.
The more responses you get, the more insight you will gain. To meet the expectation for this
assignment, you will need at least 8 participants to respond. You will want your respondents to
represent a variety of different population types. Not everyone will participate, so you might want
to send your request to more than 8 individuals.
Names of those you sent the survey to. Provide first names only, to maintain anonymity. (3 pts):
· subordinates:
· peers:
· superiors:
· clients/customers/students:
Send the URL to these individuals, along with the message you composed above, asking for
their participation.
Response Rate
What percentage of people responded to the questionnaire? (1 pts)
(8 required in order to provide you with the ability to reflect about the questions below)
Sent out link to: 25 people
Responded: 10
Percentage: 40%
Hint: number of people who responded divided by the number of people you sent it to.
Results
Share your spreadsheet results with your grader by downloading your results from the Google
spreadsheet as an Excel document and attaching it as you submit your assignment.
NOTE: Submitting the URL to your google spreadsheet is not acceptable as a google
spreadsheet can be edited after the submission deadline, and would be suspect of e-cheating. If
you submit the URL instead of a stand-alone file, you will be issued 0 points for this assignment.
BEING VULNERABLE
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Review the TedTALK by Brené Brown, socialwork scientist: The Power of Vulnerability.
http://www.ted.com/talks/brene_brown_on_vulnerability?language=en#t-7396
Summarize what Brown says are the benefits of this level of connection with others, and
opportunity for growth. Include 3 in-text citations from the video that were personally insightful
for you, and explain why (200-300 words) (5 pts):
Brene Brown discussed an incident and talked about vulnerability in the video. Brown is of the
opinion that leans into the discomfort of work and one should get over it as soon as possible.
Giving priority to others and listening to their topics is equally important step in building up one’s
career. People should be connected when they are talking about a particular topic to reach a
collective response (Briown, 2019). The most excruciating experiences should be omitted from
life. One should figure out the things those are needed in life to succeed. Brown as a
professional has been found to encounter with variety of situations both personally and
professionally. One should have the courage to get hold of the situation whatever happens in
life and whatever experience one has to share. There should be a willingness to do things right
and the correct approach and love towards the work (Briown, 2019). The ultimate result has to
be stop predicting about the situations and think of the ways of controlling things. She herself
admitted that she has vulnerability issues and the same can be overcome by the means of more
creative and innovate approaches with a belonging of love and worthiness (Briown, 2019).
There will be disappointment in life at several instances but we need not to be numb in such
situations but have to take the right decision to fulfill the requirements of the time. Keeping faith
in oneself is the utmost important thing to consider.
Reference:
Briown., B. (2019) The power of vulnerability Retrieved from:
https://www.ted.com/talks/brene_brown_on_vulnerability/transcript?language=en#t-
379635
Word count:
Reflect about vulnerability and this process. How did you handle your emotions, being the level
of vulnerability required was very high, when you were selecting who to send your questionnaire
to, when you were sending out the questionnaire, and when you reviewed your data. Discuss
this issue from the three points in the Brown TedTALK you emphasized in your response above.
(200-300 words) (5 pts):
Word count:
Vulnerability is the concept of being exposed to the possibility of being attacked or harmed in
any process. During any business venture or process, the chances of vulnerability remain to the
leader of the manager. In the view point of Fries‐Britt and Snider, (2015), it is one of the
important characteristics of the leader or the supervisor to understand the situation and predict
the chances of pass or failure of a particular event. The questionnaire which was sent to the
respondent aimed at understanding my ability of handling difficult situations and also the ability
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to understand the role of others at the work. As it has been identified from the Ted Talk video
that problems and challenges can arrive at any point of time and it is completely the
responsibility of the leader to understand the situation and to work accordingly. Secondly, in
order to raise the importance of others at the workplace, it is equally important to give
empowerment to others. Vulnerability is also related to the prompt decision making ability and
giving the right role to the right person at the right time (Meyer, Le Fevre Robinson, 2017). In
such situations, the role of creativity and innovation act similarly helpful. Thus, I completely
believe that the necessary elements to be vulnerable are vital to sustain as a manager or leader
in an organization.
References (5 pts)
Note: no credit will be given unless your references are formatted per APA. See Owl at Purdue
as a guide.
Fries‐Britt, S., & Snider, J. (2015). Mentoring outside the line: The importance of authenticity,
transparency, and vulnerability in effective mentoring relationships. New Directions for
Higher Education, 2015(171), 3-11.
Meyer, F., Le Fevre, D. M., & Robinson, V. M. (2017). How leaders communicate their
vulnerability: Implications for trust building. International Journal of Educational
Management, 31(2), 221-235.
REFLECT ABOUT RESULTS
Vulnerability (4 pts)
How did you handle your emotions, being this is a vulnerable process--to request honest
feedback from those with whom you work?
I usually get positive feedback from my peers but in case if I had done some mistakes or wrong
thing, I always welcome the feedback and try to understand the issue. I always take feedback
as a measure to improve myself at work.
How were you at accepting the feedback as it was intended? To what extent did you see
yourself reading between the lines?
I could feel that there was a need of feedback for me as I was not able to trace the progress of
myself as a leader in the position and do full justice to what I have learned during my education.
Strengths (4 pts)
What did you learn about your strengths?
I understood that I completely give the opportunity to allow others to provide their opinion or
view point on a particular situation. Taking others view point definitely help in taking a better a
empowered decision.
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What did you learn about how others see your strengths?
I have received quite positive feedback from others and I believe that others are happy with my
ability and co-operation with them. Still I have to work on few areas to improve myself and
prepare myself for taking a higher designation at an organisation.
Areas of Improvement (4 pts)
What did you learn about what others see as possible areas of improvement for you?
I need to improve my promptness on taking decisions on any task. There should not be any
delay unnecessarily from my end. In order to get things done properly and at the right time, I
might have to take others help as well.
What did you learn about how others see your weaknesses?
My time management skills can be a weakness to highlight but others do not see it as
something too bad but they are ready to share their feedback and I am ready to welcome their
feedback.
Alignment (3 pts)
When you look at your self assessment, to what extent do you tend to see yourself as others
do? Why do you think this is so?
I could see that there is a great potential in me in terms of understand the problems at the
workplace and act with just judgment. This is something that everyone do not possess and often
fails as a leader. However, I would like to improve my time management skills and ability to
address any concern at the right time.
Actionable Items (6 pts)
Establish three AREAS for change, improvement, and development that you want to work on.
Time management skills
Group discussion and collective decision
Interpersonal communication skills
Determine 3-5 new skills, knowledge bases, and behaviors within these areas that will support
your short-term plan for professional development. These are things you could start doing
today.
Participate in online group discussion forums for debates and discussion
Understanding the cultural perspectives of people from different culture and races
Better written and spoken communication skills
Reading more motivational posts and watching success stories and videos.
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Determine 3-5 new skills, knowledge bases, and behaviors within these areas that will support
your long-term plan for professional development. These are things that may take 1-3 years to
complete.
To get enrolled in courses to build people management skills
To participate in trade fair and seminars on leadership
By improving my personal and group communication skills
Overall (5 pts)
Reflect about how this process worked for you. What did you learn about your emotional state?
What did you learn about your perceptions of yourself in comparison to others? What did you
learn about your performance and interactions? (100-200 words)
The entire feedback and self-assessment process was much appealing as it has given me an
opportunity to know the process of taking collecting response and feedback from others. The
ability to get response from others and understanding their point of view and expectations from
me was much useful. This has helped me to gain an insight on how important is to undertake
others decision when it comes to finalize a situation. At the same time, I have learnt about the
different quality of a leader and how the leadership can be improved with continuous feedback
from others. This exercise would be helpful for my professional life as well that I am looking
forward to in near future.
Word count:
Professional presentation (professional language, grammar, spelling, word count) (10
pts).
Please proofread your work to be sure it meets university level writing standards. Note that if
your written work does not meet this standard, you will be asked to revise and resubmit within 3
days, and these points will be lost. The Writing Center can provide support. See
https://tutoring.asu.edu/writing-centers for details.
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