brendanwalsh22

What is the average colour of a traffic light?

How this links to 360 degree feedback will follow! Let's assume we have a basic traffic light system. And we find out that we have the following distribution Red 50% of the time Amber 10% of the time Green 40% of the time And someone wants to know...

Posted Mar 11 2010, 01:13 PM by Bowland Solutions

Transparent 360 degree feedback within Google

A brief note to highlight a recent article which had an interview with Google Europe boss John Herlih, in which he describes, amongst other things that make Google work well, how they take their people through 360 degree feedback every 6 months. It is...

Posted Mar 08 2010, 08:00 AM by Bowland Solutions

360 degree feedback; throwing the baby out with the bathwater...

Here is a recent blog post I came across recently which lambasts a few management practices, one of these being 360 degree feedback processes. As with many articles of this nature, I often find myself agreeing with some of what is said; poorly executed...

Posted Mar 05 2010, 09:00 AM by Bowland Solutions

Extracting wisdom from 360 degree feedback

Hal Varian, Google's chief economist, is quoted as saying that "Data are widely available, what is scarce is the ability to extract wisdom from them". I'm focusing heavily at the moment on debriefing 360 degree feedback and the 360 degree...

Posted Mar 03 2010, 12:38 PM by Bowland Solutions

Data, data, everywhere - what to pay attention to

360 degree feedback deliberately generates data from a range of sources - it creates more data than a standard performance appraisal. Annual performance appraisals are also starting to commonly seek information from a range of sources - it reflects a...

Posted Mar 01 2010, 09:39 AM by Bowland Solutions

Too much 360 feedback - time to be selective

I was listening to Radio 5 in the UK. There was a debate about class - a standard fixation. Initially a couple of experts in the field discussed the issues around class and social mobility, with the presenter facilitating the debate. All good so far and...

Posted Feb 26 2010, 07:38 AM by Bowland Solutions

Performance related pay and the annual appraisal

One author wrote that if you want to make performance appraisals really difficult then link the individual's pay to their numerical rating. Without judgement, we take the position that some organisations wish to use the performance appraisal process...

Posted Feb 25 2010, 11:00 AM by Bowland Solutions

The performance appraisal meeting

The appraisal meeting strikes fear into many managers. They fear its time-consuming nature and they fear the meeting itself. The former issue is often cultural. The time spent on performance appraisals is a fantastic investment for managers if the process...

Posted Feb 24 2010, 11:00 AM by Bowland Solutions

SMARTER objectives for performance appraisals

I was reading a book on long distance cycle training. The author referred to SMARTER objectives. The acronym was used differently, although the SMART was very similar to the HR useage. Specific Measurable Agreed (he referred to sharing your goal with...

Posted Feb 23 2010, 12:25 PM by Bowland Solutions

How often should you conduct a performance appraisal

This is an excerpt from our performance appraisal white paper . The common advice is that at the annual appraisal nothing should come as a surprise. Through regular feedback the manager should ensure that an employee is always aware of how things are...

Posted Feb 22 2010, 01:24 PM by Bowland Solutions

Personal development plan within annual appraisal

It may be worth pointing out at this stage that these excerpts from our performance appraisal white paper is a suggested order of working rather than a suggested order of importance. Done properly the personal development plan should be the most important...

Posted Feb 19 2010, 09:43 AM by Bowland Solutions

Performance grades in the annual performance appraisal

Your annual performance grade is something that sticks with you. It can overwhelm the whole process. But it is not the most important part of the process and indeed performance appraisal can work perfectly well without one. If you are not looking to use...

Posted Feb 18 2010, 08:52 AM by Bowland Solutions

Competency assessment as part of a performance appraisal

Competency assessments allow the organisation to set a standard set of statements against which employees are assessed. Generally those competencies are specific to particular roles. We have clients who make extensive use of competency assessments –...

Posted Feb 16 2010, 10:13 AM by Bowland Solutions

Free Seminar; how to successfully implement a 360 degree feedback process

Following the success of our last 360 degree feedback seminar in December, we are really pleased to announce a date for the next one in March. Spaces will again be limited, so if you wish to register your interest then please click here . "How to...

Posted Feb 11 2010, 10:56 AM by Bowland Solutions

Reviewing values in a performance appraisal

A performance appraisal offers the opportunity to discuss the values of the organisation and how the individual in their day-today work is promoting those values. A values review serves two key purposes Reminds all involved in the process of the values...

Posted Feb 10 2010, 07:13 AM by Bowland Solutions

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