What is Crowd-Sourced Feedback?
by Karen N. Caruso, Ph.D. posted in 360 Degree Feedback, Performance Evaluation, Upward Feedback, Peer Appraisal
by Amanda Seidler posted in Performance Evaluation
Yes, we are in the heart of performance review time. Let’s take this time to remind ourselves and the managers within our company of these 10 common performance review pitfalls.
by Karen Caruso, Ph.D. posted in 360 Degree Feedback, Performance Evaluation, Performance Calibration, Product Feature Spotlight
HR software should not only make things easier but also help you to improve your processes. viaPeople's team of Industrial Organizational Psychologists have designed the Performance Rating Calibration feature to ensure consistency and fairness in the evaluation of critical performance factors. Here is how it works:
by Amanda Seidler posted in 360 Degree Feedback, Performance Evaluation
Integrating feedback from multiple raters (i.e., peers, direct reports, customers) in the performance appraisal process is becoming an increasingly popular practice. Direct reports (e.g., upward feedback) and peers provide provide valuable and unique viewpoints and perspectives on performance that may not otherwise be observed by managers. Feedback from multiple raters offers managers the opportunity to build a complete picture of performance.
by Karen Caruso, Ph.D. posted in Performance Evaluation, Upward Feedback
Integrating upward feedback into the performance appraisal process can transform the traditional review process. In a recent article, Improve Performance Appraisals with Upward Feedback, I recently wrote about the powerful benefits that can be achieved, including:
Despite the effectiveness of upward feedback, many organizational leaders still express concerns about including feedback from direct reports in the process of evaluating leadership performance. The 3 greatest concerns that I have heard expressed by upward feedback critics are:
If implemented properly, organizations can avoid the 3 concerns described above and take full advantage of upward feedback.
viaPeople's Performance Management software can make it easy for you to implement upward feedback in your company. Click below to see it in action!
Photo Source: Ambro via Freedigitalphotos.net
by Karen Caruso, Ph.D. posted in Performance Management, Performance Evaluation
The 90 day performance review is conducted by many organizations after an employee (new hire or transferred employee) starts a new position. Some organizations require a 90 day performance review as it marks the end of a formal ‘probationary period’ for new hires but many organizations have adopted the process as a part of sound talent management practice. While it may seem like an additional administrative formality, the 90 day review should be included as an essential step in the onboarding process as it offers employees, managers and the organization several important benefits.
by Karen Caruso, Ph.D. posted in Performance Management, Performance Evaluation, Upward Feedback
Traditional performance appraisals that simply rely on manager ratings tend to focus on outcomes or individual achievements. This type of performance appraisal offers limited perspective on the wide range of performance factors that are important for leaders. The integration of upward feedback into the performance appraisal process not only helps to build a complete picture of individual leadership performance, but also offers 4 other key benefits.
by Karen Caruso, Ph.D. posted in Performance Management, Performance Evaluation, Peer Appraisal
One of the many strategies that organizations are using to enhance the traditional performance appraisal process is to incorporate feedback from multiple sources. Traditional performance appraisals that simply rely on manager ratings tend to focus on outcomes or individual achievements. As a result, the collaborative work that individuals do on a daily basis made be overlooked.
by Karen Caruso, Ph.D. posted in Performance Management, Performance Evaluation, Performance Calibration
One of the countless complaints about performance reviews is that performance ratings are inaccurate. Whether an organization is using a traditional 5 point rating scale to evaluate performance criteria or a non-numeric determination of overall performance, the general trend is for the distribution of ratings to be positively skewed versus represent a normal bell curve.
by Amanda Seidler posted in Performance Evaluation
Managers sometimes assume that top performers do not need as much feedback, coaching and attention as average performers. We find that managers are often on autopilot in how they manage their best performers and then are shocked to find out that their most valuable talent was dissatisfied when they leave. Performance management is even more critical for high performers because they typically contribute more than their peers, and are looking for recognition of their significant contributions and feedback on how they can advance their careers.
If you are tired of being told, “no, our software can’t do that” then it is time for you to Expect More from your Human Resources software vendor. viaPeople has been providing best-of-breed Performance Management, Real-time Feedback, Succession Planning and 360 Degree Feedback software to customers who Expect More since 2002. You have spent the time to develop HR processes that align with your culture and business strategy. You have the buy-in, now you need software. viaPeople allows YOU to DESIGN your software to work the way you want it. It is finally time for you to hear, “yes, we can do that.”
You can Expect More with viaPeople.