When I spoke at PHPNW10 in October, I talked about teams, skills and the importance of benchmarking things in order to illustrate improvements. If you didn't see the talk, the video and slides are linked off the conference site. In particular I talked about the importance of analysing skills in a team, then improving them, then analysing again to see how things had changed. This post is about that process, some techniques that might apply, and what to do with the results when you get them.
I mentioned the 360 Degree Feedback Technique during my keynote at PHPNW10 and had many comments and questions about it since, so I thought I'd post about it in more detail
Introduction to 360 Degree Feedback
The basic premise of 360 degree feedback is that rather than being given performance feedback at work solely by your superior, the feedback comes from people all around you. This would include your manager and your peers, but could also include your direct reports, and people that you work closely with from other areas of the business. For example a developer might receive feedback from the rest of the development team, the design lead, and the project manager.
Last weekend I gave a talk at PHPNW10 in Manchester, entitled "Teach a Man to Fish". This is a keynote about teams and how to use the resources around you to create a team where individuals and the whole team continues to learn and develop. The slides are not very detailed, but I'll be blogging some of the items I mentioned (requests welcome, if you saw it and would like to see any of it written down then just leave me a comment!). Slides: