The feedback in a 360 review is about spotting strengths, and possibly weaknesses, which are used to plan personal growth and map specific paths for development.
Surprisingly, the most drastic change when introducing a feedback culture will most likely occur at the C-level. If your company wasn’t used to giving regular feedback previously, the C-level are the last group that would have received feedback from anyone. Prepare them for the change with these tips:
Extreme company cultures are taking over HR and thriving. Their policies have completely gone against the grain of traditional management strategies, yet innovation is flourishing and millennials are flocking to interviews.
Have you ever tried to implement a new change in your company and found you hit a barrier? Having a workforce that is open to any major or minor change is important for keeping up organizational agility. Here are six ways you can open up your workforce to new ideas:
Are there generational differences in giving feedback? Help your company overcome the generation gap with these tips...
Build a great feedback culture, even when your team is working across the globe, with these tips:
With the increasing internationalization of the modern workforce, you will also have to keep in mind that cultural differences can add an extra layer to the feedback culture you want to create.
After the initial energy, you may experience a drop in feedback. Here are four steps you can take to prevent feedback from going stagnant:
One of the most difficult things companies face when they begin to grow is how they can continue to maintain their culture, in spite of a high influx of new employees. How can you be certain your new talent will carry on your feedback culture as they become managers?
Morgan Stanley, the American multinational financial services corporation, announced that it would be removing the long used 5 point scale to determine employee performance
Not everyone will be ready for more feedback. Make sure you're aware of these common obstacles so you can prepare a strategy in advance.
New strategies and processes can be mandated and handed down in a matter of days, but a culture change requires a deeper level of integration to truly take hold.