Best practices for 360 degree feedback

How can you use 360 degree feedback best practices to inform and motivate the people in your business? Here’s some guidelines that will get you on track to develop your workforce, empower your employees and bring about a step change in the culture of your organisation.  The work environment has

How to nurture valuable feedback from reluctant colleagues

Not everyone is comfortable in providing honest feedback, even people who have been in the organisation for a long time. They might look at development tools which use feedback as a management fad, perhaps something that can be used against them, or they may be nervous that they will simply

Using 360 feedback in SMEs: 10 things you must do

Large corporates have long had the resources and expertise to measure and manage employee performance – and even then, those processes have not always delivered results. Just look at all the big companies who are currently, and very publicly, re-evaluating the way they monitor and measure employee performance (Deloittes and

Goldman Sachs’ , feedback and effective performance

It was interesting to see that Goldman Sachs has changed its more complex performance review process to what is basically an ongoing 360 degree feedback. They found their employees were asking for more real-time feedback to support their performance and ongoing development:  feedback that is timely, constructive and actionable. The

True expertise and feedback

“True intuitive expertise is learned from prolonged experience with good feedback on mistakes”. Daniel Kahneman    

Big data seems too big: can we benefit from the data we already have?

If you’re a professional working in  HR, Training or Talent development, it’s worth considering how data that’s automatically gathered during a process like 360 Degree Feedback can be used and combined with other data offer to obtain new insights and opportunities. A simple individual 360 feedback report can contain useful

360 Degree Feedback Design: Why You Should Always Include an ‘Unable To Rate’ option

  Over the past 15 years of designing and implementing 360 Degree Feedback, we’ve seen a lot of different approaches to this basically simple process.  One of the key items to include is a rating point for raters to choose if they are unable to rate their colleague, e.g. ‘Unable to

Three Big Mistakes to Avoid with 360 Degree Feedback

  I am still intrigued that after many years in use in organisations all over the world, there are still  instances where 360 Degree Feedback is used in completely the wrong way, and the for the wrong reasons. The latest gem is this one (from New Zealand*): it seems that

Competency frameworks: are they still relevant?

How useful and relevant are competency frameworks in the new world of digital working? In the linked article, I’ve summarised some of the arguments for completely doing away with competency frameworks. I’ve also suggested some ways of making them more relevant and user-friendly: this includes changing their name, making them

Getting a high response rate to your 360 Degree Feedback, and why it matters

So you’ve finally pulled together your 360 degree feedback framework: you’ve built your customised questionnaire, ratings scales and reporting templates, and you’ve had the go-ahead from the budget holder to get started! All you need to do now is pick a start date, a finish date, press the big red