Part 2 · Article 8 of 14
How to run a feedback survey, step by step
In short
- A feedback survey takes about 3 weeks from start to finish.
- The person running it spends about 2 to 3 hours in total. Respondents spend under 10 minutes each.
- No IT setup or training team is needed. Most Org360 users send their first survey the day they sign up. The Org360 documentation shows every screen.
- The 7 steps: decide the purpose, choose and edit the survey, choose raters and confidentiality, tell people, launch and remind, read the report, share and act.
Org360 designed this 7-step process for companies of 50 to 200 people with no training team: a founder, a manager or a single HR lead can run it.
Step 1. Decide the purpose and the owner (day 1, 15 minutes)
Write down in one sentence what the survey is for and who owns the results. For a 360, the owner is the person receiving the feedback. For an engagement survey, it's the CEO, the leadership team or the HR lead (article 2).
Step 2. Choose the survey and edit the questions (day 1, 30 to 60 minutes)
Pick a 12- or 24-question survey that matches your purpose: a leadership 360, a peer 360, an engagement survey or a client survey. The survey library shows them all. Read every question and adjust the wording to your organization's language. Keep it under 10 minutes (article 1).
Step 3. Choose respondents and the confidentiality mode (day 1, 30 minutes)
For a 360, invite 5 to 8 raters per group (article 6). For an engagement survey, invite the whole team. Then choose Standard or Highest confidentiality mode (article 3). Highest suits sensitive topics or small teams.
Step 4. Tell people why, and how their answers are handled (day 2, 15 minutes)
Send a short personal note before the invitation. Say what the survey is for, how long it takes, who will read the results, and that answers are confidential and can be edited until the survey closes. For example:
"I'm running a short 360 to get better at my job. It's 12 questions and takes about 5 minutes. Only I will see the report, and nobody can see who said what. You can change your answers until it closes next Friday. Thank you, it really helps."
Step 5. Launch and send reminders (days 2 to 14)
Launch the survey and keep it open for 1 to 2 weeks. Send a reminder after about 3 days and another before it closes. In Standard mode you can see who hasn't replied and remind them individually. In Highest mode, reminders go to the whole group. You can add respondents you forgot until the survey closes.
Step 6. Close the survey and read the report (week 3, 1 hour)
Close the survey once you have at least 3 replies per group and most people have answered. Read the report in one sitting, in the order set out in article 9, and choose your 3 priorities.
Step 7. Share what you learned and act (week 3, 30 minutes, then ongoing)
Thank respondents and tell them the 3 things you'll work on. For an engagement survey, share the results with the team and say what will change. For a 360, sharing is the person's choice (article 2), though telling raters your 3 priorities is a good way to thank them. Put the next survey in the calendar (article 7).
What the research says
- Specific goals make the difference. Smither and colleagues (2003) studied 1,361 senior managers who received 360 feedback. Those who worked through it with a coach were more likely to set specific goals and to ask their manager for ideas, and they improved more a year later, though the effect was small.
- Sharing helps, acting helps more. In a study of 5,335 people, Smither and colleagues (2004) found that sharing feedback with raters and asking for suggestions explained only a very small part of later improvement. Thanking raters and sharing your priorities builds trust. The change itself comes from acting on them.
Key readings: Smither and colleagues (2003); Smither and colleagues (2004). Full references are in the research reading list.
Org360's view
Org360 thinks a feedback survey should be quick enough for one busy person to run without help. The heavy lifting sits in the design: short questions, sensible confidentiality, and an AI report that turns results into 3 priorities. The person running the survey spends their time on what matters, which is acting on it.
Frequently asked questions
How long should a survey stay open?
1 to 2 weeks. Most replies come in the first few days, and a reminder brings in the rest.
Do I need HR or IT to run a survey on Org360?
No. Org360 is self-serve, and most users send their first survey the day they sign up.
What should I tell respondents?
What the survey is for, how long it takes, who reads the results, and that their answers are confidential and editable until the survey closes.
What if I forgot to invite someone?
You can add respondents until the survey closes.