Individual feedback processes for you
At Rogator, we can map a variety of different and individual feedback processes with our powerful software. It is not only managers who form an important feedback group. Feedback from other groups – e.g. between colleagues, in teams or between departments – is just as rewarding to experience and contributes sustainably to the success of your company. The individual feedback groups evaluate, for example, the day-to-day cooperation and provide important hints for optimisation. Another approach is to look at the corporate culture and, against this background, to compare the value system with the behaviour of the employees.
Your advantages of individual feedback processes with Rogator
Data protection and anonymity
We attach the greatest importance to data protection and anonymity in all your feedback projects. For us, this is an important foundation for a successful project and is guaranteed at all project levels at all times.
Our specialists have many years of experience from the successful implementation of individual feedback processes in various industries and with various company sizes. This has enabled us to develop different structures for individual feedback processes. You too can benefit from our experience.
Flexible software modules
Flexibility is crucial in individual feedback processes. Our software modules and the diversity of our employees' skills offer you sufficient flexibility to adapt to your individual feedback process.
Topics of an individual feedback process
No matter which topic you would like to make a subject of feedback or which feedback structure you would like: Rogator offers you the ideal solution. We work with you to design an individual feedback process that is aligned with your company’s value system and guidelines and is perfectly adapted to them. We offer you a target-performance comparison and show you opportunities for optimisation.
Concrete examples of individual feedback processes include:
The employee receives feedback about him or herself and their behaviour in everyday work and / or on his or her skills. It is important to make it clear that this is not a performance assessment. This is because the feedback relates only to one person. It gives the recipient of the feedback a direct recommendation for personal development. In addition, the feedback from all feedback providers is aggregated. This results in an overall picture of the corporate culture actually being lived.
The advantages of colleague feedback include the individually anonymised feedback, which is very exact and detailed. The challenges, however, are the implementation effort due to the large number of results and the confidential handling of those results. We advise you comprehensively on questions such as: Who gets the report? (The feedback recipient? The supervisor? The HR department?) What need for action does the feedback generate?
The team monitor
The team monitor shows how your employees perceive themselves and evaluate themselves as a team. Specific individuals or groups as well as entire departments can be evaluated. In terms of content, the focus can be on questions about certain behaviour patterns of members.
The advantages of the team monitor are, on the one hand, the less limited perspective, since evaluations are created at team level. This means that this procedure is usually better accepted by the employees, as there is a higher anonymity threshold. On the other hand, the effort is significantly lower and the implementation faster, since each feedback provider only gives one feedback. Measures and solutions are discussed in the team.
Our experts will be happy to provide you with comprehensive advice on the best individual feedback process for your company.
Rogator can advise you on the following questions regarding individual feedback processes
Are there any technical requirements for the implementation?
A technical prerequisite for the implementation of individual feedback processes is access to a PC and the availability of an e-mail address among the participants. Online execution facilitates the process considerably, but of course the survey can also be carried out using the paper-and-pencil method. We will clarify with you the form of data collection that makes sense for you.
What size of company is required?
Our powerful software modules support you in the selection of feedback providers and their role in the feedback process. The definition of the feedback providers by the feedback recipients is supported by our software.
How are individual feedback relationships determined?
The design of individual feedback processes is possible and practical for any size of company, provided that the anonymity of the feedback provider is ensured at all times. Therefore the respective group of feedback providers should comprise at least three persons per feedback recipient. For larger companies, there is an efficiency gain because the setup effort is relativised by the number of participants.
When does a feedback process make sense?
An individual feedback process is particularly useful if there is a high level of interaction between employees or teams and many projects requiring interaction are carried out. Please ask our experts for further details.
Relevant questions within the framework of individual feedback processes:
- What is the objective? What is to be achieved by the individual feedback process?
- What is the feedback culture in your company so far?
- Who gives whom feedback? Should individual or group feedback be used?
- Who receives the results?
- Does the evaluation take place on a personal level or at group level?
- How can the follow-up processes be designed? How much effort does a possible follow-up process require?
Rogator provides you with comprehensive advice on the design of your individual feedback design.
Services at a glance
Kick-off workshops and consulting
Communication and participant invitation
Evaluation and reporting
Presentation of results
Advice on the follow-up process
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