The ‘Manager’ category only allows one person to be assigned. The purpose of this category is to give a direct manager the ability to provide feedback and for those results to be displayed separately in the report.
When inviting a Manager, it is important the Participant personally requests that they would like their Managers’ direct feedback in their report (and to advise them that those results will be shown separately).
However, please note that when the Manager starts the assessment process, the system will automatically ask them to consent for their responses to be shown in the report separately.
The manager has the right to choose for their answers not to be displayed in the ‘breakdown of raters’ graph. If they would prefer their feedback to be merged with the 'others' scoring and shown only in the middle circle on the i4 Neuroleader Report - they must click on the orange 'No, I do not consent' button.
See image below
Below we have included a query from a manager that had a question regarding how to best respond and provide feedback to their direct report.
Sample Question from a Manager
I need a little advice, I have been receiving requests from my team members for the 360 feedback. I am planning to respond by showing my feedback as a manager. However, the tool is asking some questions which I might not have explored with my team before. Is it okay to give such direct feedback through the tool to my team? I am afraid some might need some face-to-face.
Response
The whole purpose of completing the assessment is to offer a person a different perspective, otherwise there never is improvement.
These 128 items is a collation of the finest characteristics of leadership that most people never think about, but these affect their interactions with others.
To see different results in an individual’s leadership effectiveness, conversations need to change. This tool helps participants think about themselves and others through a new light.
When completing the assessment, Managers have the option of declining being identified, if they feel more comfortable to provide anonymous feedback. However this is not the best option, it is always beneficial for a participant to be able to collect direct feedback from their Manager.
If the Manager chooses to opt out, the results will still be processed and included in the overall ‘others’ circle instead of the ‘breakdown of raters’, as explained in the instructions above. When this is the case, a Manager can complete the assessment anonymously, and then we recommend they have a personal chat with the individual after they have received the results of their assessment.
No matter whether the Manager rates their Direct Report low of high, our i4 Practitioners and coaches are very skilled in debriefing the results to participants to help them understand that even though some results can feel confronting, it is better to reflect on these new perspectives and perhaps change their automatic daily actions that can be limiting them.
Managers should feel free to complete the assessment for their people in the most honest possible way. Remember that as a participant, this is a perception that your Manager holds of you at that moment in time, based on your interactions up until that point.
As part of the 1:1 debriefing process, our i4 Practitioners and coaches always give Managers some insights into how to best deal with feedback and how to have a follow up conversation with their team members.