360 degree feedback is commonly used to support the skills and development of employees – but can we use 360 reviews beyond development? Can it be used, for example, to inform succession planning or selection activities? We believe so, yes. Debbie Hance our Head of Business Psychology suggests in this video that while the predominant use of 360 degree feedback will, …
Introducing 360 degree feedback can be a daunting task. We are often asked what can be done to ensure that the organisation and its people get the best outcome. Ian Lee-Emery shares the key areas in our video – and in this article. #1 Allow enough – but not too much – time. Communication is …
360 degree feedback is typically thought of as a learning and development tool, but how can it be used to spot high potential? We’re often asked this sort of question during our talent management software implementation sessions with customers, or as part of the programme review meetings we may hold. In our latest video, our …
The best 360 degree feedback tools provide the recipient and the organisation with rich, focused and useful feedback about an individual’s performance. But pinpointing the important areas can be tricky. In our Talent 360 software we’ve tackled this head on – and have developed three features to do this: Keys There’s usually a small number of competencies that …
You may have seen our Head of Business Psychology, Debbie Hance, quoted in the Financial Times on Monday 5 January. She commented on the value that 360-degree feedback can bring by helping organisations identify those who excel in some of the more nurturing aspects of leadership that sometimes go unnoticed. You can read the article on the FT.com website.
Giving feedback thoroughly and effectively makes a real impact on how successful the 360 degree feedback process will be. But how the individual reacts and responds to both positive and negative feedback depends very much on how they are wired. Those driven to succeed and attain goals (ie those who are ‘positively wired’), interpret and …
Improving your 360 reviewer response rate may be key to ensuring you get the feedback needed to make 360 activity valuable. Typically ‘lack of time’ is the main reason that 360 reviews are not completed by a reviewer as ‘filling in questionnaires’ is often not high on the list of ‘things to do’ for anyone. Based on …
Deciding to deploy 360 degree feedback software tool as part of your talent management software suite, is the start of a process of gathering, collating and reviewing the market. We talk to HR and L&D decision makers every day who are starting out on this research and have pulled together a checklist of the areas …
360 degree feedback software – finding the system right for you Read More »
Drawing together and making sense of the information gathered in a 360 review is an important element when preparing for 360 feedback sessions. Typically you’ll have a report generated from your on-line 360 tool such as Talent 360 which brings together the various observations, comments and feedback. But how then to present this to the participant …
Making comparisons between people by using a 360 is one of the four deadly mistakes we see that some organisations make. It’s simply just not what 360 is about. But we have seen some 360 degree feedback tools on the market which, when the rater needs to provide feedback on, say, five people, puts all five of them on …
Developing Skills. Encouraging Performance. Boosting Recognition.
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