January 2010 - brendanwalsh22

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Objectives section in a performance appraisal

In my last post I asked that you at least question whether you need an objective section within your annual performance appraisal. It is though the most common section, so let's look at it in some detail. The basic tenet of objectives is that they...

Published 29 Jan 2010 7:00 AM by Bowland Solutions
Do you need objectives in your annual appraisals?

Continuing my extracts from our performance appraisal white paper, let me turn to objective setting. Objective setting derives from goal setting theory. Goal setting theory states that people working to specific, difficult goals consistently outperform...

Published 28 Jan 2010 7:48 AM by Bowland Solutions
Too busy for a performance appraisal?

After a slow start to the year due to the weather, the pace at Bowland has picked right back up to where we left off in 2009. The last 3 months have been very busy for us as we picked up a range of both performance appraisal and 360 degree feedback clients...

Published 26 Jan 2010 7:00 AM by Bowland Solutions
How to successfully implement a performance appraisal process in your organisation

Following on from the series of blog posts on how to implement a 360 degree feedback process , I now turn to implementing performance appraisals. As before, this series of posts is taken from our performance appraisal white paper. This can be downloaded...

Published 25 Jan 2010 7:00 AM by Bowland Solutions
360 degree feedback - the series

I have just completed a series of posts on 360 degree feedback. You can get those posts through our white paper which brings the content together in an orderly fashion. Click here if you want that white paper . Alternatively, I have collated the posts...

Published 22 Jan 2010 7:07 AM by Bowland Solutions
The 360 degree feedback debrief session

This is the final post in a series from our 360 degree appraisal white paper . In many ways it is the most important in that it talks about the conversation at the end of the process. We like to use the term 'debrief ' to refer to the session...

Published 20 Jan 2010 7:18 PM by Bowland Solutions
Communication as part of a 360 degree feedback project

Communicating effectively will reduce anxiety and increase participation. We believe everyone needs to understand the context of a 360 degree feedback process and so well-written, timely communication at the beginning of the process will make the rest...

Published 19 Jan 2010 7:15 PM by Bowland Solutions
Choosing an online 360 degree appraisal system

I've written before on how to choose an online 360 degree feedback system and you can't help but feeling a bit of a fraud when you are part of an organisation that provides them. The flipside is that to write about implementing 360 degree feedback...

Published 18 Jan 2010 7:12 PM by Bowland Solutions
360 degree feedback rating scale

The rating scale in 360 degree feedback can be oddly contentious. Everyone has an opinion. Here is our view based on a lot of experience (which of course makes us right !) How many rating points? We recommend as few as possible. Keep it simple. Our standard...

Published 18 Jan 2010 7:07 PM by Bowland Solutions
360 degree feedback; telling your boss what you think of them is good for your health

Many of you may have seen this research which touches on the benefits of 360 degree feedback covered by BBC Breakfast last week. It referenced a new report co-funded by the Health & Safety Executive, the Chartered Institute of Personnel and Development...

Published 18 Jan 2010 9:06 AM by Bowland Solutions
Checklist for 360 degree appraisal questionnaire

A 360 degree feedback questionnaire falls out of your competency framework. Here are our rules of thumb for your questionnaire. Between 20 and 40 questions is about right Usually we see these as groups of 3-5 questions per competency Adding a narrative...

Published 16 Jan 2010 7:02 PM by Bowland Solutions
How to write a 360 degree feedback competency framework

In previous posts I've discussed the principles of a 360 degree feedback focused competency framework and I've given some rules of thumb. Here is how I would go about creating a framework in practice. Start with your values and stated strategy...

Published 15 Jan 2010 7:58 PM by Bowland Solutions
Competency framework rules of thumb

These rules of thumb are for a 360 degree feedback focused competency framework. Less than 12 competencies per role 3 or 4 behaviours per competency works well Cluster the framework for ease-of use Contain both definitions and examples to aid understanding...

Published 14 Jan 2010 7:56 PM by Bowland Solutions
Competency framework design for 360 feedback

Continuing with our series of posts on implementing a 360 degree appraisal project, let me turn to competency framework design. Competency frameworks are used by organisations for a variety of tasks – to support recruitment, promotion, career paths...

Published 13 Jan 2010 7:49 PM by Bowland Solutions
Checklist for a 360 degree appraisal report

This checklist should be used to ensure that your 360 degree appraisal report is designed with the correct influences. What is the purpose of the feedback? In particular we are heavily influenced if the 360 is linked to an annual performance appraisal...

Published 12 Jan 2010 7:42 PM by Bowland Solutions

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January 2010 - brendanwalsh22

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Objectives section in a performance appraisal

Do you need objectives in your annual appraisals?

Too busy for a performance appraisal?

How to successfully implement a performance appraisal process in your organisation

360 degree feedback - the series

The 360 degree feedback debrief session

Communication as part of a 360 degree feedback project

Choosing an online 360 degree appraisal system

360 degree feedback rating scale

360 degree feedback; telling your boss what you think of them is good for your health

Checklist for 360 degree appraisal questionnaire

How to write a 360 degree feedback competency framework

Competency framework rules of thumb

Competency framework design for 360 feedback

Checklist for a 360 degree appraisal report