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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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360 DEGREE FEEDBACK

Mid-Year Reviews – the New Annual Performance Appraisal?

#MidYearReview Don’t be surprised if you see the #MidYearReview hashtag trending on your Twitter screen. Mid-year performance reviews - traditionally overshadowed by their Year-End counterpart - are having their moment! (image courtesy of Twitter)
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360 DEGREE FEEDBACK

How to Choose the Right 360 Feedback Tool for Your Company

Searching for a 360 Feedback tool? No need to get overwhelmed by all of the choices. An internet search on 360 degree feedback yields a plethora of results.  In fact, I just searched '360 degree feedback' now and found over 9 million results! It seems that solution providers have appeared out of nowhere.  Unfortunately, many of these vendors are offering services with little or no experience and expertise.  Given the impact and importance of 360 degree feedback, it is important to do your research.
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360 DEGREE FEEDBACK

Top 3 Characteristics of an Awesome 360 Feedback Process

Organizations that implement highly successful 360 programs have a few secrets to running such successful feedback initiatives. And they're not sharing...but we are! 360 Feedback is as hot as it's ever been. In the past 20 years we have seen an acceleration in 360 feedback initiatives and many different approaches on how this can be accomplished. Of course with these different approaches we have seen some that are more successful than others. Over our many years of conducting 360 Degree Feedback initiatives we have surfaced the top three characteristics for a successful 360 feedback program. While there are certainly other factors that contribute to the program’s success, we know that these three are fundamental to achieving the full benefits of 360 feedback.  1. Clearly Define the Process and Messaging  Before any 360 Degree Feedback initiative begins, there should be a clear purpose defined. Decisions need to be made on how the data will be used: Will this be strictly for development? Will there be some type of linkage with succession planning processes? Will this be used to drive training initiatives or other leadership development programs? Deciding on these important variables before the 360 process begins ensures that your positioning will be clear and participant confusion can be avoided. 2. Identify the Survey Questions that are Most Relevant for Your Business The leadership skills and behaviors deemed most important for one organization are not necessarily the same for another. Depending on the culture of the organization and the stage of growth these behavior and criteria could differ considerably. For smaller organizations that may not have the resources to develop a competency model or customized 360 feedback survey, a standard leadership assessment tool is fine as long as the questions can still be tailored. We take this approach frequently with our smaller client organizations where we provide the 360 leadership survey developed by our Industrial Organizational Psychologists and tailor the questions to be specific to our clients. This is a very efficient and effective method for getting the questions right within a limited budget and timeframe. Survey length is also a very important factor to consider when deciding on a set of survey questions. The 360 survey should never be longer than 50-60 items. A survey longer than that will inevitably result in survey fatigue so we recommend a very focused, targeted set of questions - ideally no more than 50 items. 3. Develop a Well Thought Out Plan for Feedback Delivery It’s important to have a plan for feedback delivery at the beginning of a 360 feedback initiative so this can be clearly communicated to the participants in advance. The more information is communicated to the participants up front, the more you ease any apprehension and minimize confusion around the process. For higher-level leaders (e.g., executives) we always recommend one-on-one coaching with an external coach. In our experience, when clients have attempted to coach these leaders internally, there is often apprehension about giving direct feedback when it comes to areas for development. An external coach has no internal political pressure to side-step these issues. For mid-level managers and individual contributors a group feedback delivery session is not only very well received but also cost-effective. This format typically involves first setting the stage for what to expect when participants see their report.  In our training sessions, we first address the typical reactions people experience when receiving feedback. This prepares people for receiving information on their strengths as well as development areas (for more detail on strategies to keep in mind while interpreting the 360 report, see 360 Feedback- No Sweat..Even in this Heat!). We then provide a sample 360 feedback report so participants understand how to interpret each section when they receive their own report. Last, we provide the actual feedback reports to each individual and then move to action planning for development. Bringing managers or individual contributors together with their peers in this type of setting offers an opportunity to share best practices, openly discuss strategies for development planning and even form stronger relationships as they are working on an initiative that require sharing a bit of personal information.
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360 DEGREE FEEDBACK

360 Degree Feedback Still Shines Bright - If You Do It Right

  Don't let the lights go out on your 360 degree feedback process!
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360 DEGREE FEEDBACK

Exposing the Truth About 360 Degree Feedback - Part 2

Part 2 - The Dark Side of 360 Read Exposing the Truth About 360 Degree Feedback - Part 1.
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