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Multi-source, or 360-degree, reviews are quickly becoming one of the most frequently utilized forms of assessments in companies. It’s surprising then that so few businesses truly understand the two most important things about them. 1) Despite the manner in which many companies use it, individual improvement is not the primary advantage of 360-degree feedback. While…
What’s more useful: A performance review in which one or two supervisors tell an employee how she has performed over the course of the evaluation period in the areas the supervisors were likely to notice. A multi-source review in which an employee evaluates his own performance and is given feedback from everyone he works with and…
Type “annual performance review” in Google right now. Standing in stark contrast to the paid ad at the top of the page touting the value of one vendor’s performance appraisal solution, you will find link after link to articles like Huffington Post’s “The Annual Performance Review: #FAIL”, Businessweek’s “The Annual Performance Review: Worthless Corporate Ritual”,…
Implementing a formal development plan after a 360 degree feedback program can be a major issue facing HR and line managers. Employees are typically reluctant to share the final report with management because they fear it may negatively impact working relationships, among other reasons. In TalentGuard’s most recent Learning Series Webinar, 6 Methods to Get…
