TEL 431: Learning in Workplaces
L6 Activity
Performance Feedback
Constructs: Evaluation and Feedback
Name: Samantha Taylor
Date: 12/1/2020
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.
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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:
· 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. R etrieved from
https://www.opm.gov/policy-data-oversight/performance-management/performance-manageme
nt-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):
I work as a shift supervisor at Starbucks, where our missions and values are to serve the
human spirit and create a warm, welcoming atmosphere for all. I am one position above
the starting position, however I am still not the official manager. I am the middle man.
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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
ASSIGNMENT so you have some time to review the data and internalize their feedback. Write
your introduction paragraph here (5 pts):
This 360 Questionnaire is to help better my outlook on my own personal work ethic, to
see areas of opportunity, and see where my skill levels are at their greatest potential.
This Questionnaire is one hundred percent confidential. This is not something that is
mandatory only helpful to my personal development.
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
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4. Agree
5. Strongly agree
Here are some ideas: http://www.hr-survey.com/360FeedbackItems.htm
Write your category headers and questions here:
Category Header 1: Accountability
Likert items (3 or more): Sam is highly accountable for finishing daily tasks. Sam is
accountable for ensuring individuals in the store follow roles and routines. Sam is accountable
for showing up to work on time.
Open-Ended Question (1): What would you say is Sam's strongest accountability trait?
Category Header 2: Decision Making
Likert items (3 or more): Sam is good at making quick decisions. Sam is good at thinking
out her choices. Sam is an excellent decision maker.
Open-Ended Question (1): What is a decision that Sam has made that you would have
done differently?
Category Header 3: Empowering Others
Likert items (3 or more): Sam has made me feel empowered. Sam gives the team
motivation. When Sam is on the floor, it seems that everyone is at their best.
Open-Ended Question (1): In what ways could Sam improve her skills of empowering
others?
Category Header 4: Flexibility
Likert items (3 or more): Sam is easy going about schedule changes. Sam is able to
adjust quickly in times of change. Overall Sam can be very flexible.
Open-Ended Question (1): What ways is Sam more resistant to change?
Category Header 5: Teamwork
Likert items (3 or more): Sam doesn't like to work as a team. Sam prefers when others
stay to themselves. Sam encourages teamwork?
Open-Ended Question (1): Is teamwork a strength or weakness for Sam?
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.)
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Paste your thank you text here (2 pts):
I am very grateful for you taking the time to complete this questionnaire, I look forward to taking
this feedback to better myself
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:
360 Questionnaire (google.com)
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 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: Tim
· peers: Sophie
· superiors: John
· clients/customers/students: Lori
Send the URL to these individuals, along with the message you composed above, asking for
their participation.
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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: 26
Responded: 9
Percentage: 35%
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
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):
The first thing I would like to say is that this entire video has changed my perspective
entirely. However the top three takeaways from this is as follows. For starters when she
speaks about “leaning into the discomfort” really stuck out to me. I am the kind of person
that will do anything to prevent discomfort so this is a new way of thinking for me. The
second is when she speaks about asking individuals about love, they talk about
heartache. This stuck out to me because it opened my eyes to just how much people are
vulnerable on a daily. However this is mostly connected to my last and biggest take away
which is that of “shame and fear”. This is because I hold a great amount of both and I can
see now how to move those around to be more open to others. I know now that this is
what is my preventative. Before I just felt like I was closed off for no reason, or scared of
being hurt. But its more than being scared its fear, a much greater emotion. Its more than
just fear of judgment, its shame.
Word count: 194
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
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this issue from the three points in the Brown TedTALK you emphasized in your response above.
(200-300 words) (5 pts):
The ironic thing is that I am currently under the weather a little, and I wasn't even aware
of the connection between this assignment and the vulnerability until later on. But not I
just had the AHA moment of realizing I had done just that, been vulnerable. I was anxious
to send it to people because I wasn't sure if they would judge my questions, or think I
was just looking for attention. I was nervous to send it to those who may not take it
seriously or maybe too serious. I pushed through this messy situation in the hopes to
better myself. I feel this connects to the pros outweigh the cons however. Because the
pros were things like finishing this assignment and learning more about myself. This
made all the little cons seem to disappear. Things like fear and shame subsided as I read
each response. I wasn't scared anymore and it even made me feel more comfortable to
send it to more individuals. I had only originally sent this to 10 people but as time went
on and my confidence grew I didn't just convince myself to press send, I wanted to. This
feeling of only bad must come out of specific situations went away.
Word count: 208
References (5 pts)
Situated learning. (2020, October 25). Retrieved December 02, 2020, from
https://en.wikipedia.org/wiki/Situated_learning
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 was extremely nervous the entire time I sent out the first batch of emails/texts, but this
feeling quickly subsided the instant I started getting responses.
How were you at accepting the feedback as it was intended? To what extent did you see
yourself reading between the lines?
I could tell that in the beginning I was searching for approval or validation, however as
time went on, I was almost more excited to see opinions I didn't agree with in the hopes
of bettering myself.
Strengths (4 pts)
What did you learn about your strengths?
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I seem to bring a lot of happiness to those around me, even when I may be personally
hurting myself. So the ability to empower others is striving.
What did you learn about how others see your strengths?
Knowing now that others can see how much effort I put into a days work makes me feel
even more empowered and motivated to do amazing things.
Areas of Improvement (4 pts)
What did you learn about what others see as possible areas of improvement for you?
I feel as if because I am so nice to other people, they may have held back to give their
honest opinion.
What did you learn about how others see your weaknesses?
No one really said much about my weaknesses so this is a little difficult for me to
answer.
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 would say that while I try my best to go above and beyond for everyone around me, I
fear that it may be taken the wrong way or seen in an alternative perspective then the one
I was trying to go for. However now seeing that these peers, colleagues, and bosses of
mine think I am as kind as I try to be helps bring a sense of confidence.
Actionable Items (6 pts)
Establish three AREAS for change, improvement, and development that you want to work on.
Being more open and upfront, letting people in, and accept help from others.
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.
Checking in with fellow supervisors to have an honest conversation and connection.
Being upfront and honest with my team about how I am doing.
Not taking such a large amount of the work load all to myself.
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.
Seeking out therapy.
Becoming a part of a support group.
Attempting to spend time with coworkers outside of work.
Overall (5 pts)
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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)
I loved this entire assignment, I was able to not only see myself in a new light but also to
see how those around me see me. I can get so in my head about way too many things it
can be hard for me to keep an open mind that positivity can sometimes be the outcome. I
now know that all my hard work does not go unnoticed. I can see just how much of an
impact I have on those around me. I feel like my perspective of myself was always decent
but its much better now knowing that others see me in such a positive way.
Word count: 109
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.
