360 Degree Feedback: Webcast Video
Are you wondering how you can improve your 360 degree feedback process? Check out our webcast “Five Common Mistakes Made in 360 Degree Feedback Surveys.”
During the webcast, we to take an in-depth look at the following topics:
- Using generic rather than role specific competencies–hear why you need to consider using role specific competencies
- Moderated or unmoderated reviews–learn the pros and cons of each
- Mapping learning resources to competencies–give your employees the resources they need to grow in their role
- Maximizing development based on reviews–every person who receives feedback needs to create developmental goals based on the feedback they received
- Engaging managers and employees in ongoing feedback–reviews shouldn’t be annual one-hit wonders
360 Degree Feedback: 5 Common Mistakes Made
Have you ever wondered, “How do I effectively use 360 degree feedback to reveal predictors of success and make corrective decisions about the people working at my company?” John Rice recently posted a blog, “360 Degree Feedback or face-to-face conversation?” in which he says it’s not an either/or, but a both. “To all intents and purposes, we would agree that an […]
360 Degree Feedback: One Solution to Keep Employees Engaged
A recent survey by Globoforce and the Society for Human Resource Management (SHRM) reveals that 45% of HR leaders don’t think annual performance reviews are an accurate appraisal for employees’ work, and 42% don’t think employees are rewarded fairly for their job performance. The same survey also points out that employee engagement remains the primary issue facing companies today. According to the survey, 94% of respondents said […]
How To Keep Top Employees Engaged and From Leaving
A study last year by the Corporate Executive Board indicated that “25 percent of employer-identified, high-potential employees plan to leave their current companies within the year, as compared to only 10 percent in 2006.” The study also found that 40% of the internal job moves for high potentials ended in failure. We recently talked about […]
