Recommendations for selecting feedback givers

It's essential to select your feedback givers thoughtfully. Below, we outline recommendations and best practices for choosing your feedback participants.

Who should you collect feedback from?

Your direct team
The primary source of feedback should be those you lead daily and for whose performance you are directly responsible. This typically includes your immediate team. However, as a manager, you can select any employee within your organization, including those outside your direct area of responsibility. This flexibility is especially valuable for people that lead others without being their direct line manager.

Project or group contexts
If you have access to the Leadership Role Compass but do not have direct people management responsibilities, focus on individuals you work with in other capacities, such as:

• Project teams: you coordinate.
• Groups: where you act as a facilitator.

Matrix structures
In organizations where employees report to multiple managers, ensure you invite only those you directly lead on a daily basis. To avoid confusion for employees who may be invited by multiple managers, we suggest sending your team a message explaining why you've selected them for feedback.

Employees of your direct reports
If you manage managers, you technically can request feedback from the employees of your direct reports. However, it is advisable to limit feedback requests to individuals you interact with frequently and directly lead.

Selecting raters in the platform

For a step-by-step guide about how to invite the raters, please read this article: How to set up your Leadership Role Compass survey – Effectory

The platform makes it easy for managers to select raters:

• Search and select by first name, last name, or email address. This flexibility ensures you can invite the most relevant individuals without restrictions.