Multi-source feedback is synonymous with multi-rater feedback, multi-source feedback and 360 degree feedback. Multi-source feedback was developed as an alternative to one dimensional traditional style of ‘downward reviews’ whereby they were used by managers or superiors to give feedback to their subordinates.
Implementing one of these ‘best practices’ into your company’s performance management playbook is less risky, as you can already assess the likelihood of their effectiveness. So, if you are looking for innovative processes to introduce into your company, to enable your company to attract and retain top talent, then look no further.
Contemporary performance management is so much more than performance reviews. Performance management is all about making sure your employees are happy, engaged and working towards your collective company goals. If your company is on the cusp of a period of vast growth, performance management needs to be at the forefront of your mind-set and high up your list of priorities.
Selecting the solution that is right for you and your team is no small task. You need something that is quick and easy to pick up, something that integrates seamlessly into your workflow, but most importantly you need something that is effective, efficient and worth the investment; both in terms of time and money.
Why abandoning performance management is not the answer; The Benefits of a Performance Management system.
A number of companies including the software giant Adobe took the drastic step and dropped performance management completely within their organisation. This idea was forged with the belief that employees would take their own initiative; requesting feedback when they needed it and giving feedback to others when it was asked of them.
This article presents an overview of each of the different styles of review processes; annual, bi-annual, quarterly, 360 degree feedback and the engagement survey. None of these are perfect as each has both pros and cons. As each business has its own unique needs, there is no ‘right’ review structure.
Have you ever looked in envy at an article online and seen the incredible, bright, and colourful workspaces Google’s 70,000+ employees enjoy on a daily basis? I have too…Creating innovative workspaces is only scratching the surface when it comes to Google’s revolution of Human Resources, or People Operations, as it now known. We will delve deeper to uncover what Google have done to transform its human resource processes, have one of the highest rates of employee retention in world, and have some of the happiest employees.
How do so many young tech companies, like Uber, develop toxic work environments and what can we learn from cases like these? Here are 4 common mistakes Uber made and how companies can overcome them:
The frequency of your coaching conversations will vary depending on your employee and their needs. However, there are a few rules you can follow to help you better assess when you’re going overboard and when you’re too absent.
Coaching your employees and helping them progress is the mark of a successful manager, and one that team members are highly grateful for. We take you through the top 5 ways to coach your team to success, and become a great leader yourself as you do so.
We spoke to four successful organizations to hear more on their top leadership development programs and just how they take their junior leaders from young professionals to fantastic managers.
One of the biggest mistakes many fast growing companies make is that they underestimate the strategic role HR can play in scaling by design rather than headcount.
In HR we have a tendency to get lost in People Analytics and forget to share the human story that this data tells. Storytelling is an effective tool that can help you humanize and communicate your information to audiences at any level of your organization.
It’s time to pull your head out of the sand, you need to deal with poor performers! Sometimes it is uncomfortable to deal with things you would rather avoid, but there is no advantage to delaying the inevitable. If an employee is not stepping up to the mark, as a manager, you must take the appropriate actions to encourage change.
What is good performance, and how do I measure it? This article creates ‘key indicators’ which demonstrate the value, and performance of each individual employee. If you work in sales, this type of performance measurement is easy, as the question becomes: have they met their targets for this month/quarter, etc.? If you do not work in sales then the question becomes somewhat cloudier.
The modern world of work is fluid and ever changing, with ‘agile’ solutions being required to solve contemporary problems. Work habits are changing as Millennials are demanding not only different working environments; with standing desks and cubicle-less, open planned work spaces; but also innovative technologies and solutions to keep them engaged, and to aid them in improving their overall employee experience. Consequently, this has made the work of internal and corporate communications professionals considerably more demanding.
If implemented properly; there are very few disadvantages to 360-degree feedback. However human error can be the difference between a successful and a failed 360-degree feedback system.