viaPeople Insight - Performance Management & Succession Planning Blog

6 Ways to Overcome Resistance to 360 Degree Feedback

Oct 8, 2018 5:11:00 PM / by Karen Caruso, Ph.D. posted in 360 Degree Feedback

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Organizations seeking to implement a 360 feedback process still encounter resistance to the use of this powerful tool. Resistance can come from a variety of sources and is often associated with myths and half-truths. As I wrote in the article, Exposing the Truth About 360 Degree Feedback, poor implementation of 360 feedback can cause misinformation and distrust in the 360 feedback process.

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Using Norms/Comparison Groups in 360 Degree Feedback

Feb 11, 2018 9:30:00 AM / by Karen N. Caruso, Ph.D. posted in 360 Degree Feedback

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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?

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Interpreting Reviewer Group Differences in 360 Feedback

Jan 10, 2018 5:15:00 PM / by Karen N. Caruso, Ph.D. posted in 360 Degree Feedback, Upward Feedback, Peer Appraisal

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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?

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The HR Software Dilemma: Best–of-Breed vs. Integrated Talent Management

Dec 5, 2017 9:15:00 AM / by Leah Groehler posted in HR Software

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8 Benefits of Real-Time Feedback

Oct 10, 2017 8:55:00 AM / by Karen N. Caruso, Ph.D. posted in Performance Management

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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:

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3 Tips for Implementing Crowd-Sourced Feedback in Performance Review

Feb 15, 2017 8:12:00 AM / by Karen N. Caruso, Ph.D. posted in 360 Degree Feedback, Performance Evaluation, Upward Feedback, Peer Appraisal

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What is Crowd-Sourced Feedback?

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Driving Forces Behind the Performance Management Revolution

Feb 7, 2017 8:11:00 AM / by Karen N. Caruso, Ph.D. posted in Performance Management

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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...

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Industrial Organizational Psychologists make a Big Bet on Performance Management

Jan 31, 2017 8:09:00 AM / by Karen N. Caruso, Ph.D. posted in Performance Management

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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.

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1:1 Performance Check-In Meetings Drive Employee Performance

Sep 27, 2016 8:30:00 AM / by Karen N. Caruso, Ph.D. posted in Performance Management

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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. 

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

Sep 15, 2016 8:30:00 AM / by Karen N. Caruso, Ph.D. posted in Performance Management, performance feedback

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