Using 360 degree feedback can move your people forward but hijacking 360 data and using for other purposes may just lose any trust you have built with your staff. In our recent post we talked about there being four deadly mistakes, the first of which we explored in that blog. We see this as the …
If you’re using 360 to inform development plans, that’s great – but you may be missing out on the value it can bring to other aspects of your talent management strategy. A key strategic need in organisations is to have the right people in the right place at the right time. Whether you call this …
360 informs talent management far beyond development Read More »
360 degree feedback within your organisation can give great results and be a key part of your talent management strategy. But get the use of 360 wrong, and it can become a ‘tickbox’ exercise. 360s can provide self-insight, inform development and succession plans, focus attention of what behaviours are needed and identify those with ‘high …
Achieving ‘Good Practice’ should be the aim of all 360 degree feedback users. Too often, however, day-to-day practicalities mean that processes don’t flow as we want them to, or the challenges we face bear little resemblance to the ‘best practice’ we read about. At Head Light, we’re committed to sharing and exploring the use of …
Feedback can be powerful. Giving and receiving quality feedback helps individuals, teams and the business as a whole to develop. The challenge which faces us all is how to make a useful contribution when giving feedback to others. In our We think… article – Impact of feedback – we explore how the straightforward FEED model can …
Engagement and recruitment – are you considering these two talent management activities alongside each other? Even during your initial recruitment activities, we think that engagement needs to be considered. And you are probably doing this. You’ll be talking with your candidates and starting to think about what it will take to retain these great people …
When any of us start to pull together and refine a talent management strategy, we tend to jot down what seems to be a disparate set of HR and L&D actions, activities and resources which are spread around the business. They tend to include role profiles, HR databases, lists of training and development providers, articulated …
Our recent article in HR.com’s Talent Management Essentials, outlines the four main benefits of on-line performance management that we observe through our work with clients – and from our research with those with whom we come in contact. Organisations that move to on-line performance management witness: Better goal alignment and more objectives achieved. 80% claim …
Build your case for on-line performance management Read More »
In a 360 feedback session, have you ever floundered for a question – and wished you had access to a library of questions to start off the conversation or prompt a discussion? Or has there been a time when the discussion has been slow or distractions and blind alleys are being taken? At times like …
In need of question ideas for 360 feedback sessions? Read More »
Employee engagement surveys often lead to little action. And it’s no wonder that with the promise of increased productivity, improved financial performance, lower attrition and absenteeism and higher levels of customer satisfaction and innovation, that those organisations who have taken part in an employee engagement survey… are often disappointed with the results. But clearly, there’s …
3 reasons for inaction after employee engagement surveys Read More »
