HOW THIS TEST WORKS
How How Well Do I Give and Take Feedback? works
How version core-v1 is scored, and what it can and cannot tell you.
How it is scored
Feedback means information about how you are doing and how to improve. A large review found that feedback raised performance on average, but made it worse in about a third of cases, often when it was about the person rather than the task (Kluger and DeNisi, 1996). Feedback works best when it points to the goal, where you are, and the next step (Hattie and Timperley, 2007). People who seek feedback tend to adjust better (Ashford and Cummings, 1983), and teams where people feel safe to speak up learn more (Edmondson, 1999).
This test looks at five areas: asking for feedback, taking it in, acting on it, giving it clearly and kindly, and giving praise. Each area has eight sentences. Four describe a strong habit and four describe the opposite. Each answer gives 0 to 4 points. Each area score runs from 0 to 100, and your overall score is the average of the five.
PersonalitySite.com wrote all of these questions and descriptions. They are not copied from any other test.
What it cannot tell you
This test is for learning about yourself. It is not a diagnosis. Do not use it to hire, fire, promote, rank, set pay, or rate anyone, and do not use it in a performance review. It has not been tested for those uses.
How you handle feedback depends on the setting. A person can be open to feedback in a safe team and guarded in an unsafe one. Norms about direct feedback also differ across cultures and workplaces. A lower score does not make you a bad colleague.
This version has not yet been tested with a large group of people, so we do not yet know how accurate it is.