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Turning 360-degree feedback into a realistic action plan

Thursday, October 30, 2014

Many companies find it useful to include 360-degree feedback in their employee performance management process. Employees have the opportunity to learn and improve based on constructive feedback from managers, peers and direct reports. Businesses can boost their bottom line through improved performance by employees. However, these benefits are only achieved if the employees involved take action based on the feedback they receive.

Many employees find it difficult to turn 360-degree feedback into realistic action plans. They may find the volume of feedback overwhelming or be uncertain how to deal with conflicting or negative feedback. You can help your employees to develop action plans using 360-degree feedback by following a few simple steps.

Keep employee performance reviews short and frequent

Thursday, October 23, 2014

At most companies, the annual appraisal has become a central feature of the employee performance management process. A manager will call his direct reports into his office one by one and provide feedback at a fixed point in the year, usually determined by Human Resources.
  
However, conducting an employee performance appraisal once a year means that many aspects of an individual's work or behaviors may be forgotten about. Alternatively, the feedback may be so old it has become irrelevant. The project that was delivered ahead of schedule 11 months before the review may have fallen off the radar by the time the performance review comes around. On the other hand, feedback on how an employee can improve his communication skills may be too late if it is delivered 10 months after the issue has come to light.

Four golden rules for delivering feedback to employees

Friday, October 10, 2014

Telling someone they aren't as good at their job as they think they are can be awkward. Giving feedback can be uncomfortable for both parties, especially if it's not all positive, yet it's important to get it right for so many reasons. What manager wouldn't want a simple strategy to enable staff to improve their performance, assess them for bonuses, resolve problems or, most importantly, maintaining a good working relationship for the future.

So how can you do it effectively? Following these golden rules will allow both sides to get the most out of the process.

Tons of improvements released in the past 6 months

Wednesday, August 20, 2014

During the past few months we've been extremely busy making our app even better, easier to use and more user friendly. You can see the complete list of enhancements and bug fixes in our release notes. If you are only interested in the bigger and most important items, take a look at these highlights:

Enhanced integration with Google Apps

Wednesday, April 9, 2014

We're constantly looking for ways to make our performance management solution better and more convenient. With convenience in mind we implemented login/SSO integration with Google accounts since day one. At the end of last year we enhanced that integration to streamline the login experience for our clients using Google Apps and we got listed on the Google Apps Marketplace. Our integration just got a lot better. You can now import users from your Google Apps domain.

Primalogik on the Google Apps Marketplace

Adding our app to your domain is easy and there's minimum configuration required. Contact us if you need the technical details.


Primalogik 360 on the Google Apps Marketplace

Introducing uncomplicated Performance Appraisals

Monday, February 3, 2014

At Primalogik we're constantly improving our service, making it better and easier to use on each iteration. Our main goals: build the best performance management solution and help organizations recognize, motivate and develop their employees and leaders. Today we're adding a brand new tool with those goals in mind.

Introducing uncomplicated Performance Appraisals

Today we're announcing the addition of a new Performance Appraisals module. We're making performance appraisals simple and lightweight. Our simple approach encourages frequent reviews. We believe the process does not need to be heavyweight and complicated and happen only once a year.


Employee performance appraisals
Performance appraisals in 3 easy steps

Sharing survey results online

Wednesday, November 20, 2013

Primalogik 360 gets better every week. We are constantly improving our product and launching new features to make 360° feedback surveys easy to organize.

Last week, we announced the addition of survey progress emails to keep you informed of the progress of your surveys. Today we're introducing the ability to share results online, using the new Share button.


Sharing 360 degree survey results
The "share" button

You can now share the results of a survey with the person being evaluated via the new "Share" button. You can still download a PDF report and send it via email if that's what you prefer. The new share button is an alternative way of distributing results, and it takes only two clicks. Once you share survey results, the employee will be able to view them online via the app. The employee will also receive an email that explains where they can be found.

Introducing automated survey progress emails

Thursday, November 7, 2013

Users launching 360-degree feedback surveys can now keep an eye on the progress of their surveys without logging in to the application. Primalogik 360 now sends automated survey progress emails showing the progress of surveys along with a list of people that have yet to respond to them.

Here's an example of how the email looks like:

360-degree feedback survey progress email
Sample survey progress email


How many emails? How often are these email sent?

Here are the details:
  • Users will not receive individual emails for each individual survey. The system combines all your ongoing/recent surveys in the same email message.
  • A first update is sent 24 hours after surveys are launched.
  • Regular updates are sent at 7 day intervals after that.
  • Two more updates are sent around the deadline of the survey (one 24 hours before the deadline and one right when the survey ends).