Commit f93ae5b3 authored by Brittany Rohde's avatar Brittany Rohde

Merge branch 'patch-10269' into 'master'

Quick update to 360 updates

See merge request !18766
parents f1244bce 7de05d9c
Pipeline #45648925 passed with stages
in 13 minutes and 48 seconds
......@@ -49,7 +49,7 @@ During this 360 review we will be using the Individiual Effectiveness 360 survey
- General
- Manager feedback
Once the survey is launched team members will receive an email via Culture Amp to start the self review process. Once the self review is completed team members will have 14 days to assign reviewers for feedback and provide feedback to team members. Team members can add or delete reviewers at anytime during the feedback cycle. Also, managers have the ability to add or delete reviewers to their direct reports feedback cycle. Once the feedback section is closed managers will have 48 hours to send the results to the team member. Managers and team members should complete all 360 review conversations within 14 days.
Team members have 7 days to nominate reviewers before the survey launches on February 4th. Once launched team members will be asked to complete their the self review and provide feed back on peers within 14 days. Once the feedback section is closed managers will have 48 hours to send the results to the team member. Managers and team members should complete all 360 review conversations within 14 days after the feedback section closes.
**Reviewer Nomination Process**
In Culture Amp, a reviewer is anyone who is requested to provide feedback for a team member. Reviewers can be managers, direct reports or co workers. Here are some best practices for selecting reviewers:
......@@ -78,7 +78,7 @@ If you feel overwhelmed by the number of teammates that have requested feedback
* It is ok to skip a question by typing N/A if you don't have meaningful feedback in that area. Don't create a "story" where there is none.
* Try to explain the why? Thinking through the "why" of the feedback will help you provide better and more meaningful feedback.
* Try to complete feedback for 1 or 2 people a day, verses waiting until the last minute. Spending 10-20 minutes a day on this can make thinking through and writing the feedback less overwhelming.
* If you have submitted your reviewers already in Culture Amp and need to make a change. Please slack people ops with the changes and we will update the tool.
**Managers:**
It is very important to remember that your teammates may be receiving incomplete feedback. GitLabbers are not being asked to provide comprehensive feedback. We completed the compensation review prior to this 360 feedback cycle to limit concerns around providing feedback being punitive or rewarding. Feedback is valuable for feedback's sake. To learn and grow, or understand yourself a bit better. The feedback that your team member receives may reinforce excellent or under performance you have already observed, but shouldn't be the only data point you use in evaluating performance. In cases where you’ve identified your top performer, we should learn from what makes that person successful to share with others. In cases where unsatisfactory performance is identified, you should also address that timely and honestly. The feedback included through the 360 process may help in talking through examples of greatest or deficiency, but you should not wait for the 360 Feedback process to address performance matters.
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