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360 DEGREE FEEDBACK

Exposing the Truth About 360 Degree Feedback - Part 1

Part 1: The Positivist View Sadly….after all of this time…360 Degree Feedback is still misunderstood.
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360 DEGREE FEEDBACK

360 Feedback - No Sweat....Even in this Heat!

The anticipation of 360 degree feedback can be pretty intense. If you’re like most of us, once you receive access to your feedback report you pour over every little detail. All of the strengths highlighted are of course nice to see, however despite the glowing feedback in some areas your eye still catches on the lowest ratings and you dwell on the sometimes achingly detailed written accounts of your shortcomings and development needs. It is human nature.
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360 DEGREE FEEDBACK

Have Things Really Changed? 360 Degree Feedback Mad Men Style

The much anticipated premiere of Mad Men Season 5 is March 25th. There are many reasons that die hard fans are drawn to the series, especially the charisma of Don Draper. Set in the mid-century workplace, Mad Men illustrates how many things have changed in organizations. Smoking is now forbidden and continental breakfast during meetings does not include Bloody Marys.
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360 DEGREE FEEDBACK

Increasing Accountability with 360 Degree Performance Appraisal

360 Degree Feedback and performance appraisal is a practice proven to provide leaders with new insight that spurs learning and development.  This process has evolved in a variety of ways over the past decade, shifting from a confidential individual development activity to becoming part of the formal performance appraisal – even integrating customer feedback.
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360 DEGREE FEEDBACK

360 Degree Feedback: Really a Fatal Attraction? A Rebuttal Post.

Performance Appraisal haters have been around for quite awhile, ranting and raving about the process they claim everyone loves to hate (stay tuned for our upcoming whitepaper on this topic). New to the party though are those experts in the field who have set their targets on discounting 360 degree feedback. No talent management practice is safe when people start picking on this long-favored gem of the 90’s that still happens to be a popular and effective tool for leadership development today.
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360 DEGREE FEEDBACK

3 Pitfalls to Avoid in Performance Appraisal ...or on America's Got Talent

Evaluating performance is one of the most important aspects of employee performance management. In order to develop employees and keep them engaged, employees must receive performance feedback that is not only an accurate assessment of their actual performance, but also identifies both their strengths and development areas. Unfortunately, managers do not seem to have as much fun evaluating performance as Sharon Osbourne or Piers Morgan do on America's Got Talent.  Often times, managers are overwhelmed by the performance appraisal process and struggle to spend enough time on the actual appraisal of performance.
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360 DEGREE FEEDBACK

Case Study: Starwood Hotels Takes 360 Degree Feedback to a New Level

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 employees, Starwood is one of the world's largest hotel companies and one of the most well-respected in the industry. BUSINESS CHALLENGE Starwood wanted to provide a valuable developmental offering for all leaders across the global organization. The organization had considerable experience with 360 degree feedback in the past but over the years had decided to refine their approach and had developed specific criteria for this initiative: Implement an easy-to-use 360 degree feedback process to gain more participation across the organization, Tailor the survey questions to best address the skills most critical at various levels of the leadership team, Partner with a vendor that could deliver a highly flexible solution but at a very reasonable cost, and Customize the feedback reports to not only provide critical information on strengths and development areas but also to allow individuals to interpret their feedback report without the use of individual coaching. The HR leadership team recognized that to achieve the above goals, they needed to partner with a vendor who not only had extensive experience working with large global organizations but also had a very flexible technology and consulting experts who could advise along the way (both in terms of 360 survey design, as well as system customizations). Starwood chose viaPeople for this global 360 degree feedback initiative.
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