September 2009 - brendanwalsh22

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4 key factors for successful 360 degree feedback implementation

A very thorough article on the origins, benefits, and process of 360 feedback can be found on Armando Justo's blog . If you are a little short of time, I have drawn forward the four findings of what makes 360 feedback successful: 1) Increase alignment...

Published 30 Sep 2009 4:51 PM by Bowland Solutions
Keeping track of an annual performance review

One of the key benefits in using an electronic performance review system is the ability to monitor progress quickly and accurately. As the information is all in a central database, a manager or adminstrator can run reports and see how things are going...

Published 29 Sep 2009 12:43 PM by Bowland Solutions
Nonsense dressed up cleverly : criticism of 360 degree feedback

I just read this blog post on 360 feedback that broadly concludes that it is a waste of time. I generally like posts like these because they make me challenge my own thinking. But then, the first part says that 360 only confirms the manager's original...

Published 24 Sep 2009 3:07 PM by Bowland Solutions
360 feedback to counter skewed perceptions

An interest online article shows research that women underestimate their bosses opinion of their performance (it later confirms that this underestimation is not limited to their boss relationship). This is not a stereotypical article - there is some very...

Published 21 Sep 2009 1:46 PM by Bowland Solutions
80% of people want 360 degree feedback

Interesting article in Personnel Today - which describes the behaviours that we want from our managers. 80% of people want their managers to use 360 degree feedback to evaluate their talents. How interesting! Now, as we supply 360 degree feedback services...

Published 18 Sep 2009 3:27 PM by Bowland Solutions
Questionnaire Management for 360 feedback

Managing questionnaires for 360 degree appraisals is seen by some as an onerous task. In many cases, there are different questionnaires for each type of respondent (e.g. Self; Manager; Peer) but these questionnaires might only differ in phrasing or perspective...

Published 18 Sep 2009 2:58 PM by Bowland Solutions
Why are we doing 360 degree feedback?

I was presenting at a forum yesterday and I got one of those great insightful questions - "why are we doing this?". The questioner raised this perfectly - I had been advising on how to use 360 feedback and he wanted to first know why do we do...

Published 18 Sep 2009 11:00 AM by Bowland Solutions
4 good outcomes for Performance Related Pay

Performance related pay is an emotive topic. It is sometimes argued that if you want to make performance appraisals really difficult then you should link them to pay. But many people feel that linking pay to performance is just plain fair. We often contribute...

Published 17 Sep 2009 8:29 AM by Bowland Solutions
The power of positive feedback

Please forgive the lack of humility in this post - I want to illustrate a point and this is the best way! Yesterday I was recommended on linkedIn. The person; Bob Bell, is someone who I have known for some time and I had previously recommended his work...

Published 16 Sep 2009 8:15 PM by Bowland Solutions
We're hosting an online discussion group

I'm now hosting a discussiong group on www.hrzone.co.uk . The discussion group is concentrated on Performance Appraisals and 360 degree feedback. Together with other avenues, we are using the discussion group as a method to of listening to the issues...

Published 15 Sep 2009 9:59 AM by Bowland Solutions
360 feedback - suggested rating scales

I confess - this is a note to myself. We're always asked for suggested rating scales. The answer is often "it depends". But here are 5 to get you going. Role mode based Role Model Strong Peformer Competent Development area Priority development...

Published 10 Sep 2009 5:07 AM by Bowland Solutions
360 degree feedback debrief : open training programme

We often speak about the need to complete any 360 degree feedback process with a face-to-face debrief; firmly believing that the benefit to the individual comes through a facilitated discussion around their report that helps them come away with a balanced...

Published 9 Sep 2009 4:00 AM by Bowland Solutions
Is anyone excellent?

About 1 in 10 people that I debrief for 360 degree feedback don't give themselves a rating of excellent anywhere in the report. They then fall into a few categories. Lacking in confidence Perfectionists who see excellence as ultimately unachievable...

Published 7 Sep 2009 3:55 PM by Bowland Solutions
Bowland Solutions present at TJ Forum Networking Event - Friday 11th September

I will be facilitating a session on Friday 11th September for the 'TJ Forum South Group' also known as the 'Challenge Yourself' network ,entitled 'The trials and tribulations of implementing 360 Degree Feedback'. This event is...

Published 4 Sep 2009 3:05 PM by Bowland Solutions
5 tips for giving 360 degree feedback

I'm talking here about the "comments" part of a 360 degree appraisal. The bit where you have to explain yourself! So, here goes If you are short of time, then confine your comments to the areas that are development needs. Not ideal, but...

Published 4 Sep 2009 2:46 PM by Bowland Solutions

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September 2009 - brendanwalsh22

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Recent Posts

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Archives

4 key factors for successful 360 degree feedback implementation

Keeping track of an annual performance review

Nonsense dressed up cleverly : criticism of 360 degree feedback

360 feedback to counter skewed perceptions

80% of people want 360 degree feedback

Questionnaire Management for 360 feedback

Why are we doing 360 degree feedback?

4 good outcomes for Performance Related Pay

The power of positive feedback

We're hosting an online discussion group

360 feedback - suggested rating scales

360 degree feedback debrief : open training programme

Is anyone excellent?

Bowland Solutions present at TJ Forum Networking Event - Friday 11th September

5 tips for giving 360 degree feedback