Would you like to measure leadership competence and performance in your company in order to identify development potential and develop skills in a targeted manner? Would you like to measure the effectiveness and implementation of your competence model and/or your management guidelines? Then you’ve come to the right place with Rogator.
We support you in the implementation and execution of your executive feedback for the further development of your managers. We use various technical and organisational procedures as well as our powerful Rogator software to conduct employee surveys efficiently and conveniently for all participants. You too can benefit from the many years of experience of our consultants when it comes to conceptual, content or organisational issues.
Your advantages of management feedback with Rogator
In a management feedback session with Rogator, we record your leadership guidelines and value systems and tailor the questionnaire flexibly and precisely to your needs and requirements. We integrate all topics relevant to your strategy and guidelines and provide you with comprehensive advice.
High degree of automation
With our software tools, we can quickly and efficiently implement management feedback, even in very complex organisational structures. Our proven tool Rog360 helps you to do this, allowing you to automate all phases of your management feedback in a convenient way.
Strict data protection
Privacy is one of the most important issues in relation to management feedback with Rogator. We do not involve external providers and manage your data exclusively within our certified server landscape to ensure the protection of your sensitive data at all times. We also ensure anonymity during the evaluation.
Three steps to the best results
We support you in importing participants on the basis of existing organisational structures and check their completeness. To this end, we define feedback periods together, define the minimum and maximum number of feedback providers and participate in the preliminary communication on the project (e.g. information flyer or circular). In addition, we develop a questionnaire tailored to your needs.
Within the field phase, i.e. the specified survey period, the feedback providers give their assessments and the feedback recipients evaluate themselves. In order to increase the response rate, we also send reminders during this phase and remind employees to participate.
At the end of the survey, the evaluation of the feedback is made available for download in the form of reports. In these, a comparison is made between the managers' self-assessment and the feedback from employees. The reports form the basis for subsequent recommendations for action. During the evaluation, of course, defined anonymity thresholds are stored and adhered to in order to ensure the anonymity of the feedback provider.
Rogator can advise you individually on the following management feedback questions
How long should the questionnaire be?
The length of the questionnaire varies greatly. Between 30 and 70 items are the rule here, although the length of the questionnaire usually has only a minor influence on the response. Our experts will be happy to inform you about other relevant factors.
Who receives the results reports of the management feedback?
As a rule, the managers themselves receive the report, as well as the HR department or the supervisor. The report delivery is defined individually for each customer and all software versions are automated.
Is data protection and the anonymity of the participants guaranteed?
The implementation by an external survey institute such as Rogator has a clear advantage here over an in-house implementation. Our pseudonymised survey links, minimum numbers of participants and anonymity thresholds also contribute to the greatest possible data protection.
Open questions within the management feedback?
Open questions can provide valuable additional input and uncover previously unknown problems or potentials. In order to keep the evaluation effort low, Rogator recommends limiting the number of characters. In order to maintain anonymity (especially in small companies), it is helpful to prompt neutral formulation of the open answer.
Is there a follow-up process?
Of course, because after the management feedback, the important work begins with the results. Rogator offers the full range of follow-up processes following management feedback. The measures in the follow-up process range from support for self-reflection on the results to result workshops with managers and teams and individual and group coaching.
When is management feedback useful?
Always when it comes to evaluating the leadership culture, the implementation and effectiveness of leadership guidelines, competency models or general leadership development.
Possible topics for your management feedback
Management feedback differs from customer to customer. As a rule, we select suitable topics on the basis of your management guidelines and competency models and develop a suitable questionnaire for your concerns.
Common topics that are included in management feedback are e.g:
- Leadership skills
- Communication and information
- Appreciation / recognition / motivation
- Control of task completion / delegation
- Support for personal development
- Professional competence / customer orientation
- Strategic / entrepreneurial thinking
- Performance orientation and review
- Criticism and conflict behaviour
Additional dimensions as required
- Power of innovation/creativity
- Management of different interests / trustful cooperation
- Time management
- Motivation and willingness to perform
- Learning ability
- Embodiment of corporate values / culture
- Decision behaviour / ability to make decisions
- Willingness and competence to change
- Fair treatment / equal opportunities / social competence
Services at a glance
Project management and hosting
Questionnaire development and methodological consulting
Questionnaire design and mobile optimisation
Advice and support with advance communication
Participant invitation and reminders
Individual reporting for each manager
Advice on the follow-up process
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