viaPeople Insight - Performance Management & Succession Planning Blog

Karen N. Caruso, Ph.D.

Find me on:

Recent Posts

Using Norms/Comparison Groups in 360 Degree Feedback

Posted by Karen N. Caruso, Ph.D. on Feb 11, 2018 9:30:00 AM

360 Feedback Norms - Distraction or Helpful Context?

It is natural to want to know how you compare with others, especially when receiving feedback on your leadership skills. 360 degree feedback is about individual self-awareness, change and development. As such, one could argue that when an individual is provided with comparison information it provides an opportunity to focus on how they compare to others versus their own strengths and opportunities for improvement. Consider a leader who receives feedback that puts them “above average” relative to those in their comparison group. Their relative ranking as compared to others may cause them to be less motivated to continuously improve their skills as they do not see a need for change. So, should we avoid the use of normative information in 360 degree feedback?

Read More

Topics: 360 Degree Feedback

Interpreting Reviewer Group Differences in 360 Feedback

Posted by Karen N. Caruso, Ph.D. on Jan 10, 2018 5:15:00 PM

The individual feedback report you just received from your 360 feedback process is a healthy dose of leadership advice awaiting action. As I wrote in my previous article, 7 Tips for Getting the Most out of Your 360 Degree Feedback Process, the results that you achieve are directly related to the actions you take in response to your feedback. Be aware - digging into such a treasure trove of data can sometimes result in a bit of anxiety– particularly when the feedback is at odds or large discrepancies exist amongst different reviewer groups.  360 feedback has been designed to provide a complete picture of performance, multiple perspectives are sought during the 360 feedback process. With so many varying opinions, you are likely to receive some inconsistent feedback. So, how do you pull all of this divergent feedback together into something useful?

Read More

Topics: 360 Degree Feedback, Upward Feedback, Peer Appraisal

8 Benefits of Real-Time Feedback

Posted by Karen N. Caruso, Ph.D. on Oct 10, 2017 8:55:00 AM

The incorporation of continuous feedback into performance management is the most common change being made to performance management systems by organizations today.

Implementing Real-Time Feedback as part of the performance management process will:

Read More

Topics: Performance Management

3 Tips for Implementing Crowd-Sourced Feedback in Performance Review

Posted by Karen N. Caruso, Ph.D. on Feb 15, 2017 8:12:00 AM

What is Crowd-Sourced Feedback?

Read More

Topics: 360 Degree Feedback, Performance Evaluation, Upward Feedback, Peer Appraisal

Driving Forces Behind the Performance Management Revolution

Posted by Karen N. Caruso, Ph.D. on Feb 7, 2017 8:11:00 AM

Performance Management is Changing!

Despite the efforts that have been made by talent management experts over the past several decades to design performance management processes that actually improve performance, performance management has come under heavy scrutiny over the past couple of years. It seems the list of complaints about performance management is endless...

Read More

Topics: Performance Management

Industrial Organizational Psychologists make a Big Bet on Performance Management

Posted by Karen N. Caruso, Ph.D. on Jan 31, 2017 8:09:00 AM

Industrial organizational psychologists are talent experts who study workplace issues of critical importance to business, including talent management, performance, coaching, assessment, selection, training, organizational development, and work–life balance. Each year the Society for Industrial Organizational Psychology surveys its membership to identify the 10 top workplace needs.

Read More

Topics: Performance Management

1:1 Performance Check-In Meetings Drive Employee Performance

Posted by Karen N. Caruso, Ph.D. on Sep 27, 2016 8:30:00 AM

Google’s famous Project Oxygen study identified that the most important thing that managers can do to be successful is to coach.  This includes asking questions versus providing answers, providing constructive feedback and holding regular 1:1 meetings. In fact, they found that higher scoring managers are more likely than lower-scoring managers to have frequent 1:1 meetings with their team members. 

Read More

Topics: Performance Management

7 Manager Tips for Mastering the 1:1 Performance Check-In

Posted by Karen N. Caruso, Ph.D. on Sep 15, 2016 8:30:00 AM

 

Read More

Topics: Performance Management, performance feedback

Three Reasons Why Managers Avoid Performance Reviews

Posted by Karen N. Caruso, Ph.D. on Aug 18, 2015 9:00:00 AM

We all know that formal performance review discussions between managers and employees are just one component of an effective performance management process. The performance review discussion can be a powerful tool in building the employee-manager relationship when it is part of a continuous performance management strategy.

Read More

Topics: Performance Management

Assessing Retention Risk in the Succession Planning Process

Posted by Karen N. Caruso, Ph.D. on Feb 24, 2015 10:12:31 AM

Sound talent assessment reduces the subjectivity that has long surrounded the succession planning process. This important first step in succession planning is focused on the critical evaluation of both individuals and positions (current and future). The consideration of retention risk is often overlooked during this important phase and only becomes a priority during talent planning....or after a valuable employee leaves.

Read More

Topics: Succession Planning