With +17 years of experience, working with over 200 companies to design, set up and deliver lots of different 360s, we’ve compiled a list of the 10 most commonly asked questions and the answers! Here’s a short summary and you can request the full white paper, just drop us an
360 Degree Feedback is a familiar tool in the kitbag of many coaches and talent managers. Over the past few years, we’ve noticed that 360 Degree Feedback is being used much more extensively and creatively than ever before. Enabling 360 Degree Feedback technology Using a flexible 360 platform mean that
360 Degree Feedback is at its heart, about making a complex process into something easy to comprehend for those involved, at every level in the business. Whether it’s for development or performance, getting all round feedback is no small feat. Therefore, the usability of the on-screen interfaces is extremely important.
A recent article by Martin Berman-Govine in the Human Resources Report, called ‘360-Degree Feedback: ‘Cure for Abusive Bosses?’ examines whether 360-Degree Feedback can reveal to the boss how negative their management style might be. Here, we look at some of the points made by this article and add a few
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
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
360 Degree Feedback is often seen as a process for giving feedback to individuals: we are often asked if 360 appraisal can also be useful in providing collective feedback, e.g. to a team as to how they are experienced by other stakeholders? Aggregating individual feedback data Many organisations are now
In a recent report, the Aberdeen Consulting group in the US have found that there are correlations between organisations that perform well (in terms of performance and retention of staff) and who use assessments, and this includes 360 feedback, in a consistent way. One of the key drivers for using assessment tools is
A few months ago I attended a City HR Association* event, on ethics and integrity in the workplace. There were some fascinating insights and discussions on how we, as people professionals, can help to run our organisations in an ethical way – and this doesn’t just apply to the City.