The structure of a 360 degree feedback session can help or hinder the conversation – but what works well? We’re currently working on a Good Practice Guide, but as a starting point, take a look at the following outline and the question prompts which we have found to be useful: 1. Contracting – to gain trust, …
Structuring a 360 review feedback session – and the questions to ask Read More »
In many organisations, the HR team is able to identify those with high potential – and knows how to develop this. But for some organisations, spotting high potential can be a tricky business – and especially so for line managers as traditional career paths no longer, if they ever, necessarily enable the leaders of the future to rise …
Want to know what the key benefits to moving to on-line 360 as highlighted in our recent survey? Some are obvious, some less so. Read on. Reduction in administration time 77% of organisations in our recent survey have observed this time saving. It seems that some of this time is ‘re-invested’. More time spent on …
Generic metal toughness and resilience diagnostics are widely available and they measure just that particular characteristic, often solely quantitatively. Many competence frameworks also include indicators that have a relation to the concept of mental toughness, often in the context of the competency itself. This is admirable but the overall rating for the competency obscures the …
Behavioural Indicators for Mental Toughness or Resilience Read More »
When looking at the results from a 360 review and talking through the report with a 360 participant, we often notice the varying quality in the feedback that has been provided. Regardless of how sophisticated the 360 process or software is, if reviewers don’t take the time to provide considered, balanced, constructive and honest feedback, …
Driving ROI of 360 degree feedback with a Quality Score Read More »
We’ve noticed a recurring theme when talking with HR decision-makers: how to establish a common understanding and way of defining what ‘Good’ looks like for key roles in an organisation. Everyone you ask has a different opinion, and judges it differently. The problem is, not being able to describe what good looks like in a …
If you’re an organisation which has already invested significant time, resource and energy into the design and roll-out of a performance management process, the last thing you may want to hear is how much better it is if you now move on-line! Our recent research looked at the criticisms and downsides as reported by those …
The ups and the downs of moving performance reviews on-line Read More »
In the recent Head Light survey – Justifying spend in hard times: measuring Return on Investment for 360 and Performance Reviews – we asked when users of on-line 360 and performance reviews saw a return on their investment. Only a fifth of those who had moved, had looked at ROI – but where they had… …
With economic uncertainty comes the need for greater scrutiny of spend and examination of return of any investment. But how does this apply to areas of talent management spend? Are we all justifying our spend, building a business case and looking at the payback on the investment once made? Our recent survey – Justifying spend …
Calculating ROI – are we all doing this with our talent management activities? Read More »
When you’ve chosen to implement an on-line talent management system, you want a service that is available to your people when they need it – and any problems or questions you have, resolved and answered as speedily as possible. And that’s what we commit to. Year after year we invest in our own people and …
Speedy problem resolution and round the clock ‘up-time’ Read More »
