viaPeople Insight - Performance Management & Succession Planning Blog

Jackie Caruso

Recent Posts

Dread Performance Appraisals? Easy Does It with Ongoing Feedback and Coaching.

Posted by Jackie Caruso on May 17, 2012 10:17:00 AM

Real-time feedback changes the nature of ongoing coaching and makes the dreaded performance appraisal easier and more meaningful.

As we approach the middle of the year, it is time to do a check on how well you have been coaching your direct reports thus far.  How many meaningful conversations or coaching sessions have you had with your team members over the last few months?  Are you satisfied with their performance?

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Topics: Performance Management, Performance Evaluation

360 Feedback Goes Social

Posted by Jackie Caruso on May 4, 2012 9:19:00 AM

Social technologies make everything easier….well, maybe not everything.  In fact, they also have made it easier for some folks to get into some serious trouble.

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Topics: 360 Degree Feedback, Social HR

Assessing Performance for Succession Planning Made Easy

Posted by Jackie Caruso on Apr 17, 2012 7:12:00 AM

Ban the Binder Series Part 3:

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Topics: Succession Planning

8 Tips for Effective Self Evaluation in 360 Feedback

Posted by Jackie Caruso on Apr 3, 2012 4:59:00 PM

One of the most critical pieces of the 360 degree appraisal is the self evaluation. Self evaluation is key to comparing your view of your own performance versus the perspectives of those around you.

Self Evaluation:

  • Helps all employees to focus on their behavior.  The better we are at understanding the criteria by which performance is evaluated, the better we can be at targeting our efforts on the job.
  • Forces us to think about our performance over a given time period and identify our own strengths and opportunities for improvement.


Here are 8 tips for us all to consider in completing self evaluation as part of 360 feedback:

  1. Keep performance notes throughout the year. Use your online performance appraisal system to make note of the outcomes of projects you have worked hard on.   
  2. Review your job description and performance goals to make sure you have a fresh understanding of expectations.
  3. Set aside time to think about the past year. Review work samples that showcase your abilities/efforts. This will also refresh your memory of all the hard work and goals you have accomplished.
  4. Familiarize yourself with the entire evaluation. Understand the rating scale, instructions, and criteria to be evaluated. 
  5. Start at the mid-point (e.g., a “3” on a 5-point scale) of the rating scale and move the rating up or down, based upon specific examples of performance.
  6. Don’t focus on one unusual episode - either good or bad. It is important to make sure one really excellent or poor incident does not color your rating for the whole year. 
  7. Offer supporting behavioral examples for your ratings. Include examples from your notes and work samples. This allows you to make your most accurate rating.
  8. Ensure comments support/match with ratings. If you choose to give yourself a “5”, make sure you can support that rating with comments and example of your performance.

For more information on self evaluation, read Save the Self Appraisal in Employee Performance Evaluation.

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Topics: 360 Degree Feedback, Performance Evaluation, Self Appraisal

How the Employee Performance Management Process Should Not Be Like Airport Security

Posted by Jackie Caruso on Mar 7, 2012 1:47:00 PM

How to NOT make the quarterly performance management process check-in like a TSA checkpoint.

Carrying around tiny toiletries, getting patted down, taking your shoes off and stepping on the nasty floor; the security checkpoint is the least favorite part of any trip to the airport. How could they make it any more stressful and frustrating?

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Topics: Performance Management, Performance Evaluation

How to Conquer Zombies and Execute on SMART Performance Goals

Posted by Jackie Caruso on Oct 31, 2011 9:26:00 AM

Wallpaper Sizes: 1024x768 1280x1024 1280x800 1600x1200 1920x1200 2560x1600 11286x8464 (printable)

Feel like you are surrounded by zombies?

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Topics: Performance Management, Goal Setting

3 Pitfalls to Avoid in Performance Appraisal ...or on America's Got Talent

Posted by Jackie Caruso on Oct 18, 2011 4:58:00 PM

Evaluating performance is one of the most important aspects of employee performance management. In order to develop employees and keep them engaged, employees must receive performance feedback that is not only an accurate assessment of their actual performance, but also identifies both their strengths and development areas.

Unfortunately, managers do not seem to have as much fun evaluating performance as Sharon Osbourne or Piers Morgan do on America's Got Talent.  Often times, managers are overwhelmed by the performance appraisal process and struggle to spend enough time on the actual appraisal of performance.

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Topics: 360 Degree Feedback, Performance Management, Performance Evaluation

HR Technology makes Employee Performance Management SMARTT

Posted by Jackie Caruso on Sep 15, 2011 9:24:00 AM

The classic research on goal setting and motivation theory states that individuals are more likely to be motivated to perform by creating their own specific goals and working toward those performance goals while receiving feedback on their progress. This theory is summarized using the anagram, SMART, which means Specific, Measurable, Achievable, Relevant, and Time-bound (also see our whitepaper: SMART Performance Goals).

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Topics: HR Software, Performance Management, Goal Setting

In Search of the Perfect Diamond - The 4 C's of Performance Goals

Posted by Jackie Caruso on Aug 17, 2011 10:28:00 AM

Creating a balanced set of Performance Goals in the employee performance management process is a challenge for all managers....maybe even more challenging that finding the perfect diamond.

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Topics: Performance Management, Goal Setting

360 Degree Feedback - Worth the Hard Work!

Posted by Jackie Caruso on Jul 19, 2011 6:14:00 AM

Let's be honest, receiving the results of 360 degree feedback for the first time can be a bit like walking into an "End of Season" sale.  Racks and racks of items as far as the eye can might even experience a bit of vertigo!

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Topics: 360 Degree Feedback