Template with Step by Step Instructions to Help Reviewers Give 360 Feedback

Setting up and managing a 360 review programme in any organisation is a complex process and in our experience, it can feel a bit overwhelming for HR Leaders and 360 Review programme managers as they navigate their way through implementing every step. 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 through the process of giving 360 feedback is sometimes glossed over, leading to lower uptake and quality of feedback for participants. So, what can you do to better help your reviewers to avoid those pitfalls? We’ve put together a template for HR leaders and 360 review programme managers with step-by-step instructions to help reviewers give good quality 360 feedback to review participants.…

360 Degree and Dispersed Team Feedback

Whether you have been effectively BAU since lockdown started, whether you and your colleagues have started a phased re-entry to your workplaces or whether you are going to be working from home for the foreseeable, it is more important than ever to be getting meaningful, insightful and useful feedback about how you're doing. We've written before about the way that 360 can be used within teams. Traditionally very much an individual experience, we feel that 360 has many applications and more value it can add.  Helping teams to understand how well communication is working within the group, how effectively people are supporting each other, identifying potential peer-matches for coaching and knowledge sharing are just some ways in which the power of 360 can be leveraged on a collective basis. Whatever happens over the next year, we can be in no doubt that we will continue to work in a more dispersed manner than we ever did before Covid19.  Even if you are a team who are frontline and less impacted by the shift in working practices, you will have fewer face to face interactions with some colleagues, partner teams, customer groups or corporate functions who have had to work from home.  A sense of team cohesion, identity and belonging, collaboration, communication and inclusion are more important than ever. In this piece we consider how 360 can help us be more effective in these disrupted times.…

Mobilising the Messy Analogue Moving Parts - Week 6: Empowerment and Delegation

Empowerment and Delegation.   Empowerment and delegation is the final moving part in our organisational machine - that and the not-so-insignificant matter of creating a supportive culture. We've covered a lot in our 6-week series - emotional intelligence, giving good feedback, coaching skills, bringing people together in teams and motivation and engagement. Phew! That's a complex relationship of analogue moving parts. Let's try to bring this all together.…

Mobilising the Messy Analogue Moving Parts - Week 5: Motivation and Engagement

Motivation and engagement. A quick recap. Our organisational machine and its moving parts is running pretty smoothly. We've talked about emotional intelligence, giving good feedback,  coaching skills and bringing people together in teams. The next cog in the machine is motivation and engagement.…

Mobilising the Messy Analogue Moving Parts - Week 4: Creating a team identity

Bringing people together and creating a team identity. In previous weeks in our 6-week series our moving parts have included emotional intelligence, giving good feedback and coaching. The next key people skill or 'moving part' is bringing people together and creating a team identity.…

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