What to consider if Introducing 360 degree feedback for the first time

Whether you are introducing 360 degree feedback for the first time in your organisation or updating a current 360 process, investing effort to get buy-in and support from stakeholders leads to stronger engagement from the important line manager population.  So, spend the time to identify these key stakeholders, explain the process, and outline the outcomes and impact on the business. Here are the 8 things to think about when introducing 360 degree feedback for the first time. …

Help managers to have career conversations

It can be tricky for managers to have career conversations with their teams about progression in the organisation. We hear from our clients that often managers know that they need and indeed many want to do this – but they just don’t have the data or information to feel prepared for this. They’re left trying to build a conversation with very little support.…

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. …

Using the right scales in your 360 assessment

When you are first designing your 360 assessment, you’ll no doubt come up with a number of questions you want to ask, and areas or competencies to cover.  But what about the measurement scales you’re going to use?…

Making competencies work – the nuts and bolts of your organisation

Embedding a competency framework across all your assessment processes is another critical step to making your framework come alive. It is surprising how often we find that different processes (e.g., leadership development programmes, 360 degree questionnaires and executive search briefs) adopt different criteria and use language that is not consistent with the core behavioural expectations in the organisation.…

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!…

Can you say that Continuous Performance Management is working?

If you've made the shift to on-going, continuous performance management, is it working? Are you able to tell your senior management team that the new approach is making objectives more meaningful to and better understood by your employees?…

Is your Talent Management software right for your organisation? A series of webinars

What are the most important things to find out about a potential talent management software provider to determine if the system is right for your business? To help HR and L&D decision makers to unearth whether the features of a talent management system and the experience and set up of a talent management software supplier will 'fit' with what they need to achieve and the culture of the organisation, we are hosting a number of lunchtime webinars.…

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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