Help - I have to review someone as part of a 360. What do I do?

Is this something you hear from your line managers and other employees when it comes to 360 degree reviews?   You need to reassure them that, if they've been asked to provide some 360 degree feedback by a colleague it’s because their opinion is valued. They're seen as being someone who's in a good position to observe and comment on the other person's behaviours and interactions - and because they're seen as being someone who will provide useful, honest and meaningful feedback.  So what can you do to help those that have to give feedback on others?…

How to make sure you give your 360 the best chance of success

You'll already know that 360 degree feedback has the potential to give employees the insight and focus needed to create their development plan. It can help bed down organisational values and reinforce the competencies needed.   But not attending to the avoidable pitfalls can mean that your 360 never delivers this. Instead you end up with simply an HR process that is seen as a chore by managers and reviewers, and meaningless and too generalised by employees. And we see this far more than we'd like. So what can you do to give your 360 the best possible chance of acceptance, value and success?…

Do men and women rate differently in 360 degree feedback?

Through our work with 360 degree feedback, we often get asked if we see any gender differences. Are women are rated more highly on particular competencies? Are women are more lenient raters than men?…

Help reviewers give better 360 degree feedback

You know that the real value of  360 review is determined by the quality of the feedback on the participant given by reviewers; this is what drives the overall feedback session and leads to the development plan. And yet, helping reviewers give the best feedback isn't always on the radar of companies as they deploy 360 degree feedback across their organisations. So what can you do to help your reviewers? What guidance do you offer those reviewing participants in your 360 programme?…

How Travis Perkins group uses Talent 360 for aspiring store managers

Taking a group of employees who are seen to have the potential to grow, progress and take on a more senior role often calls for a development programme. Clearly, with their baselining, signposting and re-assessment capabilities, 360 degree feedback tools have a role to play in such development programmes.…

How can 360 review software fit with your organisation's culture?

We speak to many HR and L&D people who have become disillusioned with 360 degree feedback. But, they admit, it’s not about 360 per se - but about an assessment that is seen as having little individual relevance, or too time-intensive or as being simply disconnected from the organisation. To get real value from a 360 degree feedback review programme, we know that the assessment, the process and the online tool you use all need to fit how your organisation is structured, its language, its process and its ‘culture’.…

Feeding back 360 and taking action: the real value of a 360 review

Taking part in a 360 review can have immense benefits for a specific employee – and his or her manager, the wider team and the business. But the most valuable part of the ‘process’ (feeding back 360 and taking action) can be the part that's taken for granted or doesn’t get the focus and planning it needs to really get the most from it. …

360 degree feedback hacks

'Hacks' seem to be all the rage at the moment. They offer shortcuts – or tips – to getting things done. We’ve been ‘hacking’ (without even knowing) for years around the 360 degree feedback process! Of course, with hacks in general there’s rarely a quick and easy fix to “unleashing your inner creative beast” or “instantaneously wiping out your to-do list” despite the claims in the email message fields of the mass emails that are offering such hacks!…

Develop coaching competencies using 360 degree feedback

Last week we looked at how 360 can support conflict resolution and, as part of that, we suggested that on-going coaching can support managers to become more effective.…

Can 360 help to spot potential?

Last week we looked at how, by using 360 at the start and end of key L&D interventions, progress can be tracked and ultimately help to show a return on the investment in 360 degree feedback.…

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