Blog - HR Software

Ten FAQs about 360 Degree Feedback (and the answers!)

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

How leading organisations are using 360 Degree Feedback, every day.

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

Taking a Closer Look at 360 Degree Feedback Functionality

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.

How does your team co-ordinate, and is it effective?

So much of our clients’ focus on performance is around teams and coaching them to be more self-aware and understand their dynamics. So, an article in HBR by Roger Schwarz, called Is Your Team Co-ordinating Too Much, or Not Enough caught my eye. By Jo Ayoubi The research by Roger

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

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

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

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

How to help key decisions makers buy in to 360 Degree Feedback, Performance Appraisal and Skills Assessment

In a recent article*, McKinsey described a case study where a law firm in the US was able to make radical changes to its processes and client relationships through using the principles of lean management. It led me to think about how we could apply some of the same principles