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360 DEGREE FEEDBACK

How 360 Feedback Reduces Employee Turnover

In the midst of high rates of employee turnover, companies need to use all the tools at their disposal to improve employee engagement and retention. One of these tools is 360-degree feedback. Learn more about the connections between engagement, retention, and a 360 feedback tool and how to make the most of feedback to enhance the employee experience and reduce turnover.
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360 DEGREE FEEDBACK

HR in the Finance Industry: The Top 5 HR Challenges Facing Financial Services and Investment Firms

We conducted a survey to find out what challenges are having the biggest impact on our customers. Let’s look at their top five answers and how financial services and investment firms can combat these common issues. As with other industries, when it comes to financial services, HR challenges also reveal opportunities for positive change.
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360 DEGREE FEEDBACK

Three Reasons Employees Are Leaving Their Jobs and Three Strategies to Improve Employee Retention

Employee retention is a major challenge for companies right now across industries. And the talent shortage makes losing employees even more problematic. Let’s take a deeper look at the issue of employee retention and explore three common issues and their solutions. These strategies can help you manage employee retention and encourage employees to become even more engaged at work.
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360 DEGREE FEEDBACK

Tips for Effective Self-Evaluation in 360 Feedback

It can be difficult to know where to start with a self-evaluation, whether you’re creating one for your employees or completing one for yourself. What is the purpose of self-evaluations, and how can you make your self-evaluations effective in accomplishing that purpose? In this post, we’ll look at the role self-evaluations play in the 360 feedback process, then look at some best practices for effective self-evaluations.
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360 DEGREE FEEDBACK

How to Analyze 360 Feedback Results and Interpret Reviewer Group Differences

360-degree feedback provides a unique opportunity to evaluate how various individuals rate an employee’s performance. It empowers employees to identify strengths and areas for improvement; serves as a catalyst for change; and helps with team-building, career development, and nurturing leaders.
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360 DEGREE FEEDBACK

6 Ways to Overcome Resistance to 360 Degree Feedback

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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360 DEGREE FEEDBACK

Using Norms/Comparison Groups in 360 Degree Feedback

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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360 DEGREE FEEDBACK

3 Tips for Implementing Crowd-Sourced Feedback in Performance Review

What is Crowd-Sourced Feedback? Crowd-sourced feedback is really the first performance management practice that has been driven by technology. This practice encourages feedback sharing across employees at all levels (i.e., upward, downward, peer-peer).
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360 DEGREE FEEDBACK

Building a Culture of Feedback Requires Performance Feedback Skills

Continuous, Open Performance Feedback is Becoming the Norm Gone are the days of the top-down, annual performance review. Organizations continue to open the performance feedback and evaluation process to invite participation from employees at all levels in the organization. This is now becoming the new normal and it offers a variety of benefits to employees and leaders. At the same time, it makes skills in providing helpful performance feedback a requirement for the entire talent pool…not just managers. Without these skills, the quality of the feedback will be limited and employees won’t get the feedback they need to develop and enhance their performance.
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360 DEGREE FEEDBACK

Product Feature Spotlight - 360 Feedback Focus Areas

viaPeople's 360 Degree Feedback Solution Makes It Easy to Identify Strengths and Development Needs One of the benefits of the 360 degree feedback process, whether used to support development or as a part of the formal performance evaluation, is the opportunity for individuals to gain new insight into their key strengths and opportunities for improvement.
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