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360 DEGREE FEEDBACK

How to Analyze 360 Feedback Results and Interpret Reviewer Group Differences

360-degree feedback provides a unique opportunity to evaluate how various individuals rate an employee’s performance. It empowers employees to identify strengths and areas for improvement; serves as a catalyst for change; and helps with team-building, career development, and nurturing leaders.
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360 DEGREE FEEDBACK

6 Ways to Overcome Resistance to 360 Degree Feedback

Organizations seeking to implement a 360 feedback process still encounter resistance to the use of this powerful tool. Resistance can come from a variety of sources and is often associated with myths and half-truths. As I wrote in the article, Exposing the Truth About 360 Degree Feedback, poor implementation of 360 feedback can cause misinformation and distrust in the 360 feedback process.
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360 DEGREE FEEDBACK

Using Norms/Comparison Groups in 360 Degree Feedback

360 Feedback Norms - Distraction or Helpful Context? It is natural to want to know how you compare with others, especially when receiving feedback on your leadership skills. 360 degree feedback is about individual self-awareness, change and development. As such, one could argue that when an individual is provided with comparison information it provides an opportunity to focus on how they compare to others versus their own strengths and opportunities for improvement. Consider a leader who receives feedback that puts them “above average” relative to those in their comparison group. Their relative ranking as compared to others may cause them to be less motivated to continuously improve their skills as they do not see a need for change. So, should we avoid the use of normative information in 360 degree feedback?
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360 DEGREE FEEDBACK

3 Tips for Implementing Crowd-Sourced Feedback in Performance Review

What is Crowd-Sourced Feedback? Crowd-sourced feedback is really the first performance management practice that has been driven by technology. This practice encourages feedback sharing across employees at all levels (i.e., upward, downward, peer-peer).
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360 DEGREE FEEDBACK

Building a Culture of Feedback Requires Performance Feedback Skills

Continuous, Open Performance Feedback is Becoming the Norm Gone are the days of the top-down, annual performance review. Organizations continue to open the performance feedback and evaluation process to invite participation from employees at all levels in the organization. This is now becoming the new normal and it offers a variety of benefits to employees and leaders. At the same time, it makes skills in providing helpful performance feedback a requirement for the entire talent pool…not just managers. Without these skills, the quality of the feedback will be limited and employees won’t get the feedback they need to develop and enhance their performance.
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360 DEGREE FEEDBACK

Product Feature Spotlight - 360 Feedback Focus Areas

viaPeople's 360 Degree Feedback Solution Makes It Easy to Identify Strengths and Development Needs One of the benefits of the 360 degree feedback process, whether used to support development or as a part of the formal performance evaluation, is the opportunity for individuals to gain new insight into their key strengths and opportunities for improvement.
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360 DEGREE FEEDBACK

Product Feature Spotlight - Performance Rating Calibration

viaPeople's Rating Calibration Feature Instantly Compares Performance Across Teams HR software should not only make things easier but also help you to improve your processes. viaPeople's team of Industrial Organizational Psychologists have designed the Performance Rating Calibration feature to ensure consistency and fairness in the evaluation of critical performance factors. Here is how it works:
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360 DEGREE FEEDBACK

Build a Better Performance Review - Integrate Multi-Rater Feedback

Build a Better Performance Review Integrating feedback from multiple raters (i.e., peers, direct reports, customers) in the performance appraisal process is becoming an increasingly popular practice. Direct reports (e.g., upward feedback) and peers provide provide valuable and unique viewpoints and perspectives on performance that may not otherwise be observed by managers. Feedback from multiple raters offers managers the opportunity to build a complete picture of performance.
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360 DEGREE FEEDBACK

7 Tips for Getting the Most Out of Your 360 Degree Feedback Process

Improve Your Leadership Skills Through 360 Degree Feedback Research has consistently shown that the receipt of 360 degree feedback results in positive behavior change. As a leader receiving 360 feedback, the results that you achieve are going to be directly related to the actions you take in response to your feedback results. Follow the 7 steps outlined below to realize the benefits of the process and achieve your career goals. → For more information on 360 degree feedback, download viaPeople's whitepaper: The 360 Degree Feedback Advantage.
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360 DEGREE FEEDBACK

Case Study: Starwood Hotels Uses Predictive Workforce Analytics to Link Leadership Behavior with Business Drivers

Starwood Hotels & Resorts Worldwide, Inc. owns, manages and franchises some of the most well-known brands in the hotel industry. With over 1,000 properties and approximately 145,000 associates, Starwood is one of the world's largest hotel companies and one of the most respected in the industry.
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