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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.