Develop leaders with 90-degree feedback
With the 90 degree feedback you give managers the chance to be assessed on competence, skills, behavior and performance.
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Content and targets of this 90 degree feedback template
The position of a manager in a company plays a central role for the success of a company.
With good leadership, a sense of responsibility and professional as well as social competencies and skills, managers are not only able to achieve goals set by the company, but also to motivate employees, promote team spirit and create a positive working environment.
But how do you know if your executive already possesses these skills or needs to develop individual skills further?
A 90 degree feedback offers your executives the opportunity to have their qualities as a leader assessed from an outside perspective. The feedback gained from this serves the executive as a status quo on the one hand and for personal and professional development on the other.
Content:
• Questions about communication
• Questions about motivation
• Questions about team development
• Questions about planning & organization
• Questions about leadership personality
• Questions about result orientation
• Questions about performance & potential development
Targets:
• Exploitation of potential
• Objectivity through more assessments
• Increased acceptance through many voices
• Further development of leadership style
• Further development of skills & competencies
• Living leadership and corporate culture
Data privacy protection „made in Germany“ (GDPR)
Anonymity functions for open feedback
Almost everything you need to know about 90 degree feedback
1. What is 90 degree feedback?
Like 360-degree feedback, 90-degree feedback is also a common method for assessing and developing managers. In this case, only the assessment of the manager from a perspective such as that of his or her own employees or direct supervisors is required.
Furthermore, in contrast to the 270 or 360 degree survey, the 90 degree survey takes place more on a personal level. The reason for this is that fewer groups of people are surveyed for the 90 degree feedback of the manager and thus there is a certain closeness to the manager.
In a 270 or 360 degree survey, on the other hand, different groups of people are needed for different assessment perspectives. This circumstance leads to a more formal and impersonal survey, as groups of people are also added to the assessment who have a certain distance to the executive, for example customers or suppliers.
2. Benefits of 90 degree assessments?
A 90 degree feedback opens up the possibility for your managers to undergo a professional assessment from one perspective. Strengths, weaknesses as well as potentials and talents of the executive can be identified from the external image. This identification gives the assessed executive the opportunity to develop professionally as well as character-wise.
Another advantage of the 90 degree assessment is the significantly higher acceptance and the questioning on a more personal level. Because a group of people, such as co-workers or direct supervisors, give their feedback on the person, the subsequent 90 degree profile is constructive and honest because you want the executive to develop.
3. Are there tips for conducting 90 degree feedback?
Yes, there are. To ensure that conducting your 90 degree assessment is a complete success, we have compiled a few tips below:
Ensure anonymity of participants
In order to receive honest feedback, it makes sense to collect the 90 degree feedback anonymously. Subordinate employees in particular avoid giving negative feedback to their supervisor for fear of consequences. For this reason, it is equally important that comments do not allow any conclusions to be drawn about the feedback provider, for example through spelling mistakes or the form of expression.
Test questionnaire before publication
The questionnaire is ready, so can you start with the feedback? Before you send it out, you should pre-test the survey. It is best to ask an independent person to run through the 90 degree questionnaire for you. This way, if any questions or problems arise, they can be easily resolved before the launch.
Inspiration for other areas
No question, the 90 degree feedback is super suitable for the evaluation of executives. But it can also be used for other areas: for example, for the evaluation of employees, in the selection of candidates for further training or when filling certain positions.
Those were our three tips for conducting a 90 degree executive assessment. Now you’re ready to get started.
4. How can I conduct a 90 degree executive assessment?
With a 360 degree feedback tool provider like easyfeedback, you can create, design and conduct a standardized 90 degree questionnaire as easy as pie.
Build your participant list, personalize your email invitation and evaluate the results with your own filters. Compare the anonymously collected data and create a 90 degree profile.
Sign up for our survey tool for free. Create your own 90 degree questionnaire or use our ready-made template and start assessing your professional and manager.
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