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.
We’ve answered your most frequently asked questions to help ensure that introducing 360-degree feedback in your workplace runs as a smooth transition and is beneficial for everybody!
We’ve put together a handy overview, complete with links to all you need to know about feedback: the Impraise A-Z guide.
Do you feel you’re getting the most you can out of the positive feedback you receive? When your performance review comes around it can be a great relief to receive positive feedback. However, many people fail to take full advantage of the significant resources positive feedback can provide.
We share some questions you should definitely be asking to ensure your workplace is the best it can be for everyone...
Some of you may cringe at the thought of giving your co-workers constructive feedback. The temptation to simply say “good job” in a 360-degree review always seems like the safest bet, especially when the recipient is known to have a short temper. Learning how to give actionable feedback will help you keep calm and avoid office drama.
Not everyone is going to respond to feedback in the same way; how they receive it will be largely impacted by their personality...
Our guide to avoiding the common pitfalls of 360-degree feedback culture...
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:
Ultimately, you want to create a culture in which people have complete freedom to give feedback, but if you’re considering whether or not to initially filter the feedback given ask yourself the following questions:
The follow up after a performance review can be just as, or even more important than the review itself. Follow these steps to guide you through the 1-on-1 process.
You’ve just started introducing continuous feedback within your team and one of your employees gives some pretty nasty feedback to a peer. Tensions escalate and you have a conflict on your hands. What do you do now?