One would think that training is a huge priority in the corporate world. But it can be difficult to justify spending money on training, especially in roles which are transient or not permanent. Many companies don’t make it a priority despite the benefits that come with training and developing
Data is everywhere. Every day we produce 2.5 Quintillion bytes of data. Every minute of every day across the globe, 204 million emails are sent, two million google searches made and 100, 000 tweets are made. Big Data and the Internet of things have been hailed as ‘the new oil’
Company culture remains one of the biggest reasons behind issues associated with employee behaviour and performance – especially, as seen in this article from Business Insider, within rapidly growing and changing businesses within the tech industry. We at Track work with companies who are actively changing company culture and measuring
Reduced productivity remains a hot topic for most businesses and a recent research compiled by Sage People found that only one in three people at work are fully motivated and productive. Millennials highlighted that a positive working environment drives higher engagement and production. Given that the workforce is soon to
A recent piece of research from McKinsey* highlights how the perception of fairness is such an important element in the success of employee performance management. This matches our experience over many years with 360 Degree Feedback assessment. Unless people in an organisation feel that 360 is intrinsically fair, and operates
Preparation is critical to successfully implementing 360 Degree Feedback for the first time. In this short video, we discuss the 3 key steps for preparing your organisation and people for 360 Degree Feedback, especially when they are not familiar with how the 360 process works. 360 Degree Feedback is a
In this video I cover the key areas that have been shown to be most effective when using bespoke 360 Degree Feedback for organisational change.
A recent article* from McKinsey is addressed to leaders who may be the source of workplace dysfunction – or jerks, as the author calls them. What can be done about it? In our experience, bad behaviour can range from plain rudeness and incivility, through bad management practices, exclusion and
An interesting article from Ladders*: it seems that 360 Degree Feedback is being used as part of a business school’s application process. New York University’s Stern School of Business has decided that relying on individual applicants’ ‘personal statement’ has not been a reliable indicator of their empathy and emotional intelligence.
In this report, we’ll share the 10 key questions that organisations ask when they are thinking about using 360 Degree Feedback for development or performance. The report includes questions like ‘where do we start’, ‘how many questions should we ask?’, and ‘what should the 360 report look like?’ If you’re