360 Degree Feedback

/360 Degree Feedback

Feedback That Has Impact

By |October 30th, 2013|360 Degree Feedback|

When delivering feedback it is important that you deliver it in a way that ensures the message of the feedback results is received with the impact it deserves. Often, the person receiving feedback can act in a defensive manner that will damage its effectiveness. You can avoid this by ensuring that the way you give [...]

The Best 360 Degree Feedback Elements

By |September 20th, 2013|360 Degree Feedback|

360 Degree feedback is one of the top forms of evaluation in the workplace. It enables you to get a ‘full circle’ insight of your business, its strengths, weaknesses and people. When creating a workplace’s 360 degree feedback survey, businesses can often make errors that prevent them from achieving the best results. Below are 5 [...]

360 Degree Feedback Best Practice Indicators

By |July 31st, 2013|360 Degree Feedback|

High performing companies always clearly communicate to employees their performance expectations. Communication is crucial between an organisation and their employees as it makes the employees feel as if they are understood and valued. Another way HR teams may try to gain a greater understanding of their employees and their relationship with the organisation is though [...]

Feedback on Specific Goals

By |July 21st, 2013|360 Degree Feedback|

360 degree feedback can be used for many different purposes. However you may find it most valuable to your organisation if you focus the 360 degree feedback on particular goals.  These goals may be ones that have been discussed in leadership and management meetings or established in the year’s Performance Agreement. The 360 degree feedback [...]

Employee Relations and Risk Management

By |July 10th, 2013|360 Degree Feedback|

In HR, employee relations and risk management are considered to be strength when it comes to meeting goals. Employee relations and risk management refers to ensuring that all employees are treated with respect, are provided with health and safety processes and training, and that all employees are treated fairly and equally. During 360 Degree feedback [...]

How does 360 Degree Feedback Work?

By |June 24th, 2013|360 Degree Feedback|

360 degree feedback is useful in discussing leadership and performance in a management role by identifying strengths and weaknesses, but how does it work? When taking part in 360 degree feedback, there are 4 areas to focus on: 1. Timing To ensure the feedback receives the most valuable results, the timing of the feedback is [...]

Why is 360 degree feedback important?

By |June 18th, 2013|360 Degree Feedback|

Successful leadership throughout an organisation is critical to a business striving for success. 360 degree feedback aids in evaluating the current leadership structure in your business to ensure maximum productivity. 360 degree feedback offers a useful method in analysing and evaluating leadership infrastructure through the use of multiple feedback sessions with managers and employees. 360 [...]

Survey Mistake 5: Lack of Follow-Through Action

By |May 5th, 2013|360 Degree Feedback|

Once the survey results are in is when the real work begins. Whilst the communication of results is crucial to the business, a major survey mistake that often occurs is the lack of follow-through action. After discussing the results with their team, many leaders fail to implement and follow-through action plan that supports team members, [...]

Survey Mistake 4: Ineffective Post-survey Communication

By |April 29th, 2013|360 Degree Feedback|

Although survey construction is important, they are not as important as the ultimate aim of the survey. Once the survey has been completed and you have received the results is when the real work begins. To ensure that the results are used to their maximum value, it is important that you communicate and take follow-up-actions [...]

Survey Mistake 3: Weak Survey Design

By |April 23rd, 2013|360 Degree Feedback|

Sometimes due to budget constraints, managers are left to undertake in-house survey construction themselves. Although this may be cost effective, Managers often do not implement robust, quality surveys because they lack survey design experience or expertise. Managers do not always have the foresight and expertise required in designing the right questions, and right kinds of [...]