Yesterday I needed to collect some performance data from my team. I decided to check out two survey services for this task: SurveyMonkey and Zoomerang. I have used Zoomerang in the past, they have been around forever. Yesterday I had problems with service. Scripts stopped running and the connection timed out. Pretty freaking annoying. The likelihood is that our network was bogged down. But still they sucked. So I was forced to SurveyMonkey as my next best alternative. And the Monkey performed much better!
I wanted to use a ranking question, and I have to say that Zoomerang's implementation was much better than the Monkey. Too bad I could not get their site to work! The Monkey was flawless, and it gave me the data that I needed. As with all things, the many of the users did not fill out the survey correctly (this is where zoomerang was better - it prevented the users from doing stupid stuff.) But since I had access to the data, I was able Rambo all of the data into Excel for analysis.
The purpose of this exercise was to gather some data on team performance. As a manager I have my ideas of who is kicking butt and who is not. Working with a team where more than half the members are remote (based in India), sometimes I need to get some managerial perspective. I had each team member rank the top 12 members of the team. There are 28 members of the team. I then ranked the results in two ways. In the first method I looked at who got the most votes, where each vote had the same weight. This is a measure of popularity. And I also weighed each vote where a "1" vote was worth 12 points and a "12" vote was worth one point. This is a measure of perceived value, contribution or performance.
The results provided some surprising insight. I discovered at least one team member who was flying under my radar (Dave). I had considered his efforts average, while the team ranked him very highly. I'll need to pay closer attention to him!
I also had two sets of developers where the one developer 'won' the popular vote, but the other developer scored higher on contribution. Check out Steve verses Ed, Mark and Mike. And also Bob verse Tim and Paul. In some of these cases it was not as clear to me as it was to the team who was contributing more value to the project. Now I know where to point my managerial energy with these contributors.
Here are the results:
I'd highly recommend adding these sorts of blind surveys to your managerial tool kit.
Labels: Management Surveys
I'm sorry to hear you ran into troubles using the site. I work at Zoomerang and was wondering if you had some time this week to contact me to tell me what kinds of problems you were running into. I'll leave my email below. If you do email me, just mention this post and also send me your username so I can look up the surveys you did create to get the background information.
Zoomerang Customer Service
kenneth dot schwartzman at markettools dot com
All views expressed in this post and on this blog are my own. None of my comments should be construed to represent the views of others including and not limited to: BMC Software Inc., Corel Corporation, Dun and Bradstreet and AC Nielsen. Copyright Chris Hughes 2004-2012