TEL 431: Learning in Workplaces

L6 Activity: 360-Degree Review

Name: Samantha Friedman
Date: 4/22/ 15
NOTE: Please italicize all your responses so that nothing is missed when your work
is assessed.
Background Information about Performance Reviews
Think about the learning institution you envision for your future target job. How will you
contribute to the goals and mission of that organization? What would be the best way to
measure your success? How should you document progress in your professional
development goals? What would be a credible and viable measure?
Most organizations have institutionalized a performance review process, which is usually
operationalized through the organizations human resources department as a formal,
annual process. The purpose of a performance review is to evaluate the job performance
of an employee.
There is much research suggesting traditional performance reviews, conducted by an
employees 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 provides more accurate, reliable, and credible information, and insight about an
employees performance and limitations. Additionally, research has shown that evaluation
systems that use a variety of rating sources to supplement the supervisors evaluation are
more influential on employee change and motivation.
The 360-degree evaluation was established to provide multiple angles of review of an
individuals work-related performance. It is conducted by administering a questionnaire
to individuals who would have contact with the employee, including:
self
subordinates
peers
superiors
clients/customers/students
For this activity you will be conducting a 360-degree assessment on yourself, for a
situation where you have superiors, peers, customers, and possibly subordinates. If you
do not have a work environment that is conducive to this, or maybe you work with a
volunteer organization on a consistent basis and you could ask those you work with you
assess your performance. You might also 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 workplace.
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 Bren
Brown, socialwork scientist: The Power of Vulnerability.
http://www.ted.com/talks/brene_brown_on_vulnerability?language=en#t-7396
CREATE 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/performancemanagement/performance-management-cycle/rating/360assessment.pdf
Before you go further, determine 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):
I am making this 360-degree assessment so that I, my supervisors, subordinates,
peers and fellow students can provide feedback to see where my strengths and
weaknesses are not only at my internship but in my life. I chose the topics of attitude and
teamwork, interpersonal skills, communication, flexibility and goals because I feel as if I
can improve in most of them in some way or another. Also I chose those topics because I
feel as if I can use improvement in my personal life outside of school in those areas.
The purpose for my work improvement is because at my internship we believe in
creating a learning experience where there is a balance of intentional teaching and childinitiated play. I currently come in three days a week and set up the childrens lunches, put
them down for nap time, give them snack when they wake up, read books, play and have
circle time. I am responsible for the development of these children and maintaining a safe
and fun place for them to learn and grow. I need to communicate daily with everyone that
I work with to see what is working and what is not. We need to see if the goals and
objectives are being met every week and what child needs more help in certain areas.
My equals are the rest of the interns and the other student workers, even though I
do not get paid we have the same responsibilities. With interning at the Mary Lou Fulton
Teachers College Preschool we serve our future generations and the community by
helping parents be able to live their daily lives while we watch their children at Daycare.

To get a better understanding of possible content and structure of a 360 questionnaire,

review the examples on this web page: http://www.hrsurvey.com/360FeedbackDemos.htm
Write an opening paragraph for your questionnaire, explaining the purpose of the
questionnaire. Include that you will not be collecting identifying information on
respondents. Be sure this comes across as a request, and something that would be helpful
to you, not a mandate. Write your introduction paragraph here:
You have been selected to provide feedback for Samantha Friedman. The purpose
of this 360-degree questionnaire is to get gain insight on my personal and work
performance. Please take the time to fill out this questionnaire because your feedback is
extremely important to me. In doing so, I can see what I can and need to work on for the
most improvement in my developmental process. While filling out this assessment form
please think about your interactions and experiences while working with me. The survey
results are anonymous unless you specify otherwise so your honest opinion is greatly
appreciated.
Now, determine a list of 5 categories that would be the most helpful in informing your
development. For ideas, review this comprehensive list: http://www.hris.ws/cgilocal/IBank.cgi List them here:
1.
2.
3.
4.
5.

Attitude/teamwork
Interpersonal skills
Communication
Flexibility
Goals

Now, for each category, compose 2-5 questions using a Likert scale, and one open-ended
question. 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
Use headers to designate each category.
Here are some ideas: http://www.hr-survey.com/360FeedbackItems.htm Write your
category headers and questions here:
Attitude/teamwork
1. Treats all people fairly and with respect.
2. Keeps control of her feelings and behavior, even in high pressure situations
3. Actively participates as a team member
4. Provides assistance and support to other team members when needed.

Interpersonal skills
1. Able to work closely others who are considered to be difficult to work with
2. Demonstrates compassion and understanding of others.
3. Understands that stress is part of work and does not let it affect them personally.
4. Able to work with individuals at all levels of the Company.
Communication
1. Communicates project information accurately and clearly.
2. Communicates the vision of the organization to all employees
3. Communicates progress on business goals to team and upper management
Flexibility
1. Adapts to circumstances as needed.
2. Identifies new opportunities to achieve goals
3. Learns from personal experiences and/or mistakes and integrates experience to
cope with new or untried events.
Goals
1.
2.
3.

Achieves established goals.

Establishes and documents goals and objectives.
Makes sure that team members have a clear idea of our group's goals.

OPEN ENDED QUESTIONS:

Opportunities for Development:
Biggest Strength:
Create your questionnaire in Google Forms.
Here are some training materials that will help you with this task:
1. Watch the Using Forms in Google Drive video to get an overview of Google
Forms.
2. Watch this 13 min screencast that will show you all the INs and OUTs of how to
create a Google Form.
3. 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://docs.google.com/forms/d/1B4A3ebdg4hv9xRSKZUxvVusZjoW84KB5Y6FSq6v9SY/viewform?usp=send_form
ADMINISTER THE QUESTIONNAIRE
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 that you feel are not clear.

Now brainstorm the individuals who might provide insight for you by taking your
questionnaire. List the names of 1-5 people in each group that is represented in your
situation. Provide first names only, to maintain anonymity:
subordinates: Gabby, Ryan
peers: Randie and Dana
superiors: Aaron, Bjorg, Patty, Mike
clients/customers/students: Dave and Karen
Send the URL to these individuals, along with a message asking for their participation.
Explain they are being requested to participate in a 360, and explain what a 360 is. Be
sure to address this as a request (not a mandate). Let them know how their insight will be
helpful to you. Provide a deadline for their participation so you can analyze the data after
that date.
The more responses you get, the more insight you will gain. To meet the expectation for
this assignment, you will need at least 5 responses, across several categories if
appropriate. Not everyone will participate, so you might want to send your request to
more than 5 individuals.
Paste the text from the communication to these individuals here:
Dave, Randie, Dana, Ryan and Karen- (same message sent separately)
Hey! I am doing a 360-degree questionnaire for one of my classes I would love if
you could fill it out. A 360 degree questionnaire gives me the opportunity to see what I
need to improve on in class, the work place, and life! Your insight will be very helpful. I
know you are busy with homework also but if you could take a few minutes out and fill it
out I would really appreciate it! Youre the best! Thanks!
PattyHi Patty! Hope all is well! I was wondering if you had a moment if you could fill
out a quick 360degree questionnaire for me on my work performance with you today or
tomorrow! Your insight will be greatly appreciated so that I can see where I need
improvement. Thank you!!
Aaron and Mike (same message different emails)
Hope you are doing well! If you have a few minutes in your busy day and would
not mind helping me by filling out this 360degree questionnaire that would be awesome!
It will allow me to see what areas I can improve on based on your opinion of my
interpersonal skills, communication, teamwork, attitude, flexibility and goals in the work
place. I chose you as a superior to see what insight you have on what I need to work on.
Sorry for the late noticed but if you could do it by tomorrow that would be greatly
appreciated! Your insight will be very helpful to me! Thank you so much!
GabbyHi Gab! I was wondering if you could fill out with 360-degree questionnaire for
me based on our interactions at work together. The survey basically tells me where I can
improve in our organization. Your feedback is very helpful for me to see where I can

improve with my co-workers! If you could possibly get it dont by Sunday that would be
greatly appreciated! Thanks girl!
Good afternoon Bjorg,
I was wondering if you had a few minutes today or tomorrow if you wouldnt mind
filling out this 360-degree feedback survey for me. A 360-degree feedback questionnaire
provides me with the insight and information that can help me improve in the work place.
The questionnaire is based on my performance at the MLFTC Preschool. I am asking
because you are my supervisor and your feedback is extremely important to me! It is for
another class, if not no worries! Thank you!
-See you Tuesday!
How many total people took the questionnaire: 9 including myself
For each category, what percentage of the people you requested take the questionnaire
actually took the questionnaire?
subordinates: 100%
peers: 50%
superiors: 75%
clients/customers/students: 100%
Explain what you attribute your high/low response rate to. Include several factors:
I believe that I got a good amount of responses because I sent it to 10 people and
8 responded. I feel as if those people took the time out to fill out the survey because I am
a hard worker and that they want to help me realize where I need to improve. Also,
because I have very good connections with the ones that responded and that they know
that I would do it for them.
BEING VULNERABLE
Share your spreadsheet results with your grader by adding them as a collaborator. From
the edit questions window, click on File > Add Collaborators. Use the email address
that is in our Blackboard shell in the button called Instructor and AA.
Paste the URL provided when you Add Collaborators here, so your grader can verify your
responses:
https://docs.google.com/forms/d/1B4A3ebdg4hv9xRSKZUxvVusZjoW84KB5Y6FSq6v9SY/edit?usp=sharing
Review the TedTALK by Bren 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 points from the video that were insightful for you,
personally (100-200 words):

Brene Browns TedTALK, The Power of Vulnerability was the best TedTALK that I
have watched. The way she talked about being vulnerable and that we have to believe
that we are enough and worth it, hit home for me. The benefits of this level of connection
with others allows you to realize that you are worth it. Being vulnerable gives you a
sense courage and compassion towards yourself and other people. Once you realize that
you are worth belonging, life can be an incredible journey for you and the people you
share it with. Understanding vulnerability allows you to grow by taking chances and
doing things you might have never thought you could do.
Three points from the video that were insightful to me is that realizing that you
are worthy of love and belonging, that in order for a good connection to happen between
people we have to allow them to see us at a very vulnerable state and lastly the core of
vulnerability is also the birthplace of joy.
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. Include in-text citations. (200-300 words):
When I look back on this process and vulnerability I want to make another survey
with different questions to see where I can improve in those areas as well. I believe that I
handled my emotions fairly well during this assignment. I was very antsy and checking
the responses frequently because I was eager to see what my subordinates, peers,
superiors, and other students thought of me. I selected those certain people to take my
survey because I knew that they would be honest and if I want to get better I cannot have
people that will lie to me on where I need improvements.
I feel as if everyone I sent my 360-degree questionnaire to I have a different
connection with. In order for connection to happen, we have to allow ourselves to be
seen, really seen (Brown, 2010). Every person on that list has seen me at my best and at
my very worst. I have been vulnerable around each and every one of them at different
times for different reasons. The connection we share allows me to take their answers
seriously and actually look at myself and gain great insight.
People who have a strong sense of love and belonging believe they're worthy of
love and belonging. That's it. They believe they're worthy (2010). For a very long time I
did not believe that I was worth belonging, having love or ever being loved until I
realized that I was worthy enough to live happily just as the next person. I became
vulnerable and because just as Brene Brown stated, I know that vulnerability is the core
of shame and fear and our struggle for worthiness, but it appears that it's also the
birthplace of joy, of creativity, of belonging, of love(2010). I have to put myself out there
and be vulnerable because some of the best experiences in my life were some of the
scariest ones.
Brown, B. (2010, June). The Power of Vulnerability. Retrieved April 26, 2015, from
http://www.ted.com/talks/brene_brown_on_vulnerability/transcript?
language=en#t-726000

REFLECT ABOUT RESULTS

Vulnerability
How did you handle your emotions, being this is a vulnerable process--to request honest
feedback from those with whom you work?
I think I handled my emotions very well through this process. I did like to see how
many strongly agrees I got and I did get a little angry when I read some of the
opportunities for development. I could not stay mad very long thought because when I
thought about it each of them are true. I could not get that upset at these people being
honest, when I asked them to in the first place. Over the past few years I have gotten a lot
better at handling my emotions and I think the 360-dgree performance questionnaire was
another great example of being able to take constructive criticism, taking that
information and doing something productive with it.
How were you at accepting the feedback as it was intended? To what extent did you see
yourself reading between the lines?
I was accepting the feedback as it was intended just fine. I was able to figure out
which person put what comment based on when they told me they finished it or the way
their answer were worded. I look up to many of those people and they want the best for
me so reading between the lines was not necessary. They were all honest and quite
frankly I agree with everything that they marked me as.
Strengths
What did you learn about your strengths?
I thought that my attitude and teamwork skills would be all 4 and 5s but each
group has one or more 3s in them. I thought the way I treated others was one of my
biggest strengths but I guess it is not. I also learned that many people think that I can
achieve whatever I put my mind to.
What did you learn about how others see your strengths?
I learned that what I thought were some of my strengths are actually what people
think are not. Other people see me very differently than I see myself. I feel as if people
see my flexibly and being able to go with the flow is one of my strengths.
Areas of Improvement
What did you learn about possible areas of improvement?
I am actually a little bit in shock with how many 3s I got on my attitude and
teamwork skills. I could use work on those areas as well as not letting my stress affect my
personal life and those in the work places with me.
What did you learn about how others see your weaknesses?
That being unorganized, not having goals and being stressed are not good traits
for me to have. Although, they are weaknesses now I can work on them to hopefully get
organized better, set goals and continue to work on my stress levels. I wanted them to be
honest but I am a little surprised (but grateful) with how detailed some of them got with
their open-ended questions.

Alignment
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?
As I stated earlier, I really do not think that they see me the same way I see
myself. When I took the survey, I put down that talking to higher management, setting
goals and objectives and communication skills were my weakest points. Apparently,
others think my attitude, dealing with stress and interpersonal skills are my weakest
points. I need to realize that I am good at talking to upper management and
communicating with others and work harder on interpersonal skills and stress. I also feel
as if I sound nervous talking to people that are at a higher position than me but
according to my results I guess I come across just fine.
Actionable Items
What key behaviors do you want to change or adopt now that you have greater insight?
Some key behaviors that I want to change is being able to handle stress better. I
have been dealing with this issue for a long time and I thought it has gotten better. One
person said, Can learn to handle the stresses of work, and how it affects their personal
life. I did not realize how much my stress affects the people around me and that is
something I need to work on more. Another behavior is planning ahead by setting
realistic goals and actually trying to meet them and becoming more organized.
Establish some short-term actionable areas for change, improvement, and development.
These are things you could start doing today.
Some short-term things that I can start doing today is decluttering my life a little
each day. I am a messy person but I know where everything is. I feel as if my house was
not always a mess I would feel less stress. I could also get a weekly planner and fill it out
with everything that I have to do so I can see throughout the month how busy I am going
to be. That will also help me prioritize everything in my life to see what I have to do first
and what I the most important. Another thing I could do is make a goals poster with
goals that I would like to see myself achieve in the next six months.
Establish some long-range actionable areas for change, improvement, and development.
These are things that may take 1-3 years to complete.
A few long term actions I can do for this change is continue to seek therapy to
help me cope with my stresses in life and throw things out in my house that I do not need.
I feel as if because my house is always cluttered that every time I come home I get more
stressed thinking about it. I could also keep a journal so I can go back a read the process
that I had or did not have in trying to work on these areas. I can see what worked and
what did not and make changes along the way. Lastly, I could set goals for myself for the
next year that I am in school and procrastinate with every homework assignment.
Overall

Reflect about how this process worked for you. Was it worthwhile? What do you think
the long-term effects will be as related to how you relate to those who took your
questionnaire. (100-200 words)
I think that this process was definitely worthwhile. I never have really done
anything like this because I never had to get an evaluation at work. The feedback opened
my eye up to some of my behaviors that I did not realized affected other people. Now, that
I have that feedback I can see where my stress and not being organized affects other
people. I would love for the same people to take this questionnaire again in a year and
see where they think I improved or did not improve.
I also would have liked more subordinates from my internship to have taken it but
that is something that I can plan ahead for next time (making goals!). Since almost
everyone that took my survey is a mentor or a close friend their honesty truly amazed me.
I do not think that any of our friendships or work relationships will be ruined because I
know what I need to work on because of their honest opinions. I just hope that I can take
their feedback and improve in the best way I can.