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How 360 Feedback Software Solutions Address Performance Management Challenges

Tuesday, April 18, 2017

360º feedback is a powerful HR Performance Management (HRPM) tool that can be difficult to implement and maintain. Software innovations in HRPM provide software solutions that aim to make 360º feedback much easier to work with. It is important to understand what 360º feedback is and its limitations before choosing a software solution. An effective 360º feedback software solution should be easy to implement, configure, and use. It should also provide user access management and customizable performance management tools. Moreover, 360º feedback software should also preserve the anonymity of individual reviewers while delivering aggregated data in formats that are easy to understand. Finally, an effective software solution should be able to quickly adapt to changing business needs.  



What Is a 360º Feedback Software Solution?

The 360º Feedback performance management tool has been in use for decades. It is used to formulate questionnaires or surveys about employee performance. When an employee’s performance is being reviewed, that questionnaire is delivered to the employee’s supervisor and co-workers to collect feedback on how that employee is performing. Before software solutions were available, all of this work was done by hand on paper. It took a tremendous amount of effort to create the questionnaires, distribute and collect them, and aggregate the data. Finally, the data would be analyzed and interpreted then included as part of the employee’s performance review. Virtually all of this process has been automated with software solutions, making work that was labor-intensive and time-consuming simple and easy to complete within a very short period of time. Review cycles can be automated, making it easy to distribute questionnaires via email. Users filling out the questionnaires can simply submit the completed questionnaire to a designated email address, eliminating the need for costly printing and distributing of paper forms. The software automatically collects and aggregates the data, informing managers when all questionnaires are completed. This eliminates the time and effort required to manually go through each questionnaire, transcribing data to a spreadsheet.




Adaptability

Big Data, machine learning, and AI are driving a digital transformation that is disrupting business as usual. To maintain a competitive edge, businesses need to be able to quickly update and re-define business goals. Traditional performance tools are difficult to adapt to changes in business goals. Today’s performance management tools must be able to quickly adapt, re-defining and aligning employee goals with business goals. 360º feedback software solutions offer this flexibility, providing tools and features that allow HR managers to quickly align employee goals with changing business needs.       

Conducting Performance Management the Right Way

Tuesday, March 14, 2017

Invest in your best asset: your employees


Engaged and satisfied employees are at the core of every successful company. This shouldn’t surprise anyone. What does perplex and stall many organizations is how to best capture and manage employee engagement and performance. For decades we have been striving to do this, with varying success.


"A lot of our performance management systems don't do a really good job of capturing ideas or insights...They capture hours or things that come off an assembly line, and the world just doesn't work that way anymore." - Brian Kropp - HR Practice Leader, CEB, The 3 Performance-Management Mistakes You Need to Stop Making

Over time ineffective and time consuming performance appraisals have given performance management a bad rap. Many have come to dread performance reviews, citing how long they take to complete, their subjective nature, their infrequent timing, and their inability to actually affect change.

Yet at the same time a recent survey by Deloitte found that 85 percent of organizations ranked employee engagement as highly important. So how do we combat performance management fatigue while effectively analyzing and monitoring employee performance. It is easy. You just need to the right performance management strategy!


The Right Way to Do Performance Management


“Disengaged employees simply don’t bring their best selves into work; they are bored and unproductive. This costs companies a lot in lost productivity and innovation”- Francesca Gino, Employee Engagement Expert, Cost-Effective Strategies for Better Engaging Your Middle Market Employees

So if engagement is crucial, how do you best go about it? We recommend a robust performance engagement model that includes performance appraisals and 360 degree feedback. Of course this all must be augmented with real time feedback, employee surveys and consistent communication. Let’s dig into how these pieces are different and how they fit together.

 

Employee Appraisals


A standard employee appraisal is between two participants - the employee and their manager. It usually looks at the employee's performance over the last 6 or 12 months, or whatever predetermined time period works best.

The manager's observations on performance, achievements and weaknesses are discussed. Then targets and goals for the upcoming review period are set. Depending on the company's policy, the employee's input might also be considered during a regular appraisal process.

 

360 Degree Feedback Surveys


The 360 degree survey also collects data on an employee's actions, strengths and weaknesses. All of which are then used to evaluate overall performance. The difference is, unlike the appraisal, these surveys normally involve more than two participants. With a 360 degree survey it's not only the employee's direct manager who gives feedback. Other colleagues such as direct reports, peers, and anyone else who works with the reviewee on a professional basis are also involved. By collecting observations from different people, the employer gets a more accurate and less biased analysis of the employee’s overall behavior and performance.

Without 360 degree feedback managers are often left with just their own impression, plus that of the employee, if a self-evaluation is conducted. There's no more input from others who may well have a more rounded view of certain aspects of the reviewee's performance. This can lead to missing insights that can potentially stall employee growth and hurt the organization.

 

How to Do It Right - Combine the Two


Traditional two participant appraisals are still advantageous in certain circumstances. However, due to the limitations of a two person appraisal, we believe it should be used in conjunction with 360-degree feedback. You may not necessarily always want to use them at the same time. But combining a manager's appraisal with a more robust and accurate 360 degree survey makes for an more successful employee performance management process.

 

It Doesn’t Stop There


To truly take employee development seriously you need to go beyond appraisals and 360s. Make sure your organization emphasizes coaching and continuous exchanges between a manager and an employee. Supportive management is key. In the end management can make or break engagement programs. Make sure management is
  • Setting clear and transparent goals – This will eliminate conflicting information and tasks. Everybody will be able to see what you work on.
  • Coaching not just evaluating – Employees want to be mentored and coached, not judged. It helps to invest in manager development and training. People usually become leaders over time and they learn from different experiences at work.
  • Executing agile performance management – Employee engagement and management is much more than just a yearly performance review.
 

 

Make Sure You Take Care of Your Employees


Employees are an organization’s most important asset. Yet a recent global survey by Gallup showed that only 13 percent of workers feel engaged by their work. It is imperative that you know if your employees fall in the other 87 percent.

It isn’t all doom and gloom! With the right performance management policy you can:

  • Ensure engagement
  • Increase satisfaction and retention
  • Promote excellence at your organization
  • Corrects employee blind spots
  • Align goals and expectations
  • Makes employees feel heard. Take necessary action after receiving insights. Otherwise employees won’t trust the system.
  • Highlight high performers for compensation/reward
  • Unearth pain points and potential coaching moments
  • Evaluate employee performance not on time at desk but on actual output. Effectively promoting an essential work/life balance

Every organization needs to understand the benefits of revised performance management methods and work towards better practices. But don’t worry it doesn’t have to be difficult. You just need the right partner with the right simple tools that can get the job done.

Companies of all sizes are realizing that Primalogik 360 has right tools to collect and analyze results from both appraisals and 360 surveys. Also, after using them they are suddenly free of the headache of data collection and analysis! Armed with the right platform managers and HR personnel can now focus on the more important tasks: employee management and development.

Don’t just take our word for it. Give Primalogik 360 a free try today by starting a complimentary free trial

The Role Communication Plays in Driving Employee Engagement

Monday, February 13, 2017

Your organization may have all sorts of innovative programs in place to boost employee engagement, but do you capitalize on the simplest yet most effective technique of all - communication?
effectivecommunicationadvice.com

There's no doubt that communication is key in terms of employee engagement - get it right and the results will include improved performance, increased employee engagement, and ultimately organizational growth. When employees are fully engaged they're much more likely to show the commitment and loyalty that's needed for a strong, forward-moving business. 

An employee who understands strategic business objectives and goals (not only at a high level, but also where they fit in to the bigger picture), is going to be a much more engaged, motivated, and high-performing one. Here are some of the ways your organization can use communication to boost employee engagement


Why You Should Always be Documenting One-on-One Meetings

Monday, February 6, 2017

http://softskillsforhardjobs.com/
Whatever your organization's employee performance management system, it shouldn't simply be a once yearly event.

Regular one-on-one meetings throughout the year are essential to keep up the momentum of performance improvement, though the one-on-one can often be seen as the formal annual appraisal's poorer cousin. This can lead to planned meetings being missed out if something 'more important' crops up, but it's important to recognize just how valuable they are.

Employee Engagement and The Importance of Clarifying Roles

Thursday, January 26, 2017

(http://www.peoplegrowth.co.uk)

No matter how big or small a business is, employees should always be given the tools to completely understand their role, not only on an individual scale but also how their role fits into the overall structure of the business and organizational strategy. 

You may think that as long as employees have a job description they can refer to they will be OK, but they need more than that to really understand where their role sits. They may well know what their function is and what their day-to-day responsibilities are, but what about where they fit in the grand scheme of things? How do they impact the success of the business as a whole? What role do they play in achieving organizational goals?

Here are some of the reasons having a clear understanding of their role is so important in terms of employee engagement.

Employee Satisfaction Surveys: How to Remove Biases and Collect Proper Data

Wednesday, January 18, 2017

If your organization conducts employee satisfaction surveys, the quality of the resulting data is key to their success. That's why we wanted to take a look at a common issue that comes up in any type of survey or poll, and one that you might have even experienced yourself - non-response bias. 

Even if it's not something you've heard of before, it could still be hurting your surveys. With that in mind let's find out what it is, when it occurs, and the consequences it can have for your employee engagement survey results.

What is non-response bias?

Top 18 Tips for 360° Survey Success

Friday, January 13, 2017

Gain invaluable and trustworthy data with these tips

Welcome to the Knowledge Economy. In today’s complex business landscape knowledge is power. The guessing game is increasingly being taken out of all levels of organizations. It is being replaced by data driven insights and decision making. When it comes to gathering data needed to evaluate employee engagement and performance, companies are finding surveys to be one of the best tools in their arsenal.

They are also finding not any old survey will do. The most beneficial survey method available is 360-degree surveying. In 360-degree surveying anonymous feedback is collected from anyone who works with the reviewee on a regular basis: coworkers, subordinates, peers, supervisor. These quantitative and qualitative data points are combined with the employee’s self evaluation survey to accurately and fairly assess the reviewee's overall behavior and performance, organizational effectiveness, employee engagement and job satisfaction.

While it isn’t difficult to administer a beneficial 360 degree survey campaign, successful administrators are finding that not all surveys are equal. There are tried and true best practices that should always be kept in mind throughout the process. We have compiled our top 18 tips to help you on your path to collecting accurate data and gaining invaluable insights.


(Courtesy of themilitaryleader.com)

Abandoning Paper-Based Appraisal Processes for 2017

Thursday, January 5, 2017

Happy New Year! Let's talk about resolutions. No, I'm not going to get involved in your personal resolutions, but I'd really like to know if your organization is making any business resolutions or changes this year. 

Here's why - I'd like to suggest one for you. To abandon paper-based processes and automate as much as possible, including things like employee performance appraisals and peer reviews.

You know it makes sense, and here are four reasons to make 2017 the year you start benefiting from employee performance management software.