Gathering Performance Feedback Regarding Employees Who …

Gathering Performance Feedback Regarding Employees Who Report to You

While your view of your direct reports is based in large part on your own experience and observations, you can get a more complete picture of your employee's performance and how they are perceived by others if you solicit feedback from those who work closely with the employee. Colleagues who work most closely with an employee see that person's performance in settings and circumstances that a manager may not. Below is a two-step process for requesting and gathering feedback. Please feel free to tailor it as needed.

Step 1: E-mail template from manager to direct reports requesting names of colleagues to contact for performance feedback

To: Your direct reports From: Manager Subject: Requesting performance feedback

I will be scheduling performance review conversations with each of you during the next [timeframe]. In the meantime, I would like for you to please email me three to five names of FAS colleagues with whom you work closely by [date] so I can gather feedback regarding your performance during this past year. Please include the individual's e-mail and phone number. For those of you who manage others, if you have not already reached out in this way to your own direct reports, please take similar steps with those who report directly to you. Please let me know if you have any questions. Sincerely, Manager

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Once the employees who report to you have identified the names of the colleagues from whom to solicit feedback on their performance, you can customize the e-mail below.

Step 2: E-mail template to solicit performance feedback from colleagues regarding your direct reports

To: Work colleagues of employees who report to me From: Manager Subject: Requesting performance feedback I'm writing to solicit your feedback regarding [employee's name] performance over the last fiscal year. Please feel free to send me an email or call me to provide your feedback. If you would prefer to meet in person, I would welcome that. Whichever way is easiest for you to provide feedback is fine with me. What does [employee's name] do well in his/her current role? How might [employee's name] continue to develop? Please let me know if you have any questions. Many thanks in advance for your help. Sincerely, Manager

Upon receiving performance feedback, the manager can summarize themes to discuss during the performance conversation with their direct report.

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