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Category Archives: 360-Degree Feedback
How Much Do Performance Reviews Actually Cost and Are They Really Worth It?
Here is a simple way to estimate the cost of your performance appraisal process: Let’s assume the average manager earns $50 per hour (including benefits) and spends an average three hours per review (including gathering feedback, preparing documents, and holding … Continue reading
My Experience Using 360-Degree Feedback for Performance Appraisals
As a leadership coach, I often have the opportunity to work with high-performing leaders who are interested in infusing their employees with a passion for results and openness to feedback that will help them become increasingly capable. I remember the … Continue reading
What Do Honesty, Integrity, and Trust Mean in Leadership?
Think of a leader you know who exemplifies integrity, honesty, and trust. What specific behaviors cause you to experience this leader as upright, honest and trustworthy? Continue reading
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Do You See What I See? Self Score Inflation in 360-degree Feedback
360-degree feedback provides a unique opportunity for one to compare his/her self-perceptions against the perceptions of others. Bosses, direct reports, peers, and others provide individuals with feedback about their performance and behaviors. The individuals also rate themselves against the same … Continue reading
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Shhhh… That’s What Friends are For?
A colleague you are friends with has been seriously underperforming. Would you report him or her? Continue reading
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Leveraging Feedback to Become a Human Alchemist
The primary difference between a transformative, empowering leader who generates energy and catalyzes achievement and the would-be leader who struggles to engage and motivate others is not the leader’s technical expertise, natural intelligence, disposition, nor personality. The difference is in the leader’s propensity to create an open environment where everyone contributes more than they thought they could. It starts with the manager’s ability to see, understand, and value people and their perspectives. Continue reading
Posted in 360-Degree Feedback, Leadership Development
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10 Tips for Using 360-Degree Feedback for Performance Appraisal
The extended version of this article was published in Compensation and Benefits Review. We’re excited to announce that since publication, the article has become the SAGE Publishing most downloaded article of 2009 and 2010. The full version of the article, … Continue reading
Performance: It Is About More Than Operational Metrics
Establishing effective operational metrics may be the first step to improved performance, but unless you’re also gauging managers’ and employees’ interpersonal performance, you’re managing with an incomplete picture. Continue reading
Feedback and Australian Idol Fever
by Linda Linfield While on professional assignment in Australia, I caught Australian Idol fever – hooked by the stories of young people in pursuit of their dreams. Talented, ambitious, and willing to run the gauntlet of the TV reality show—to … Continue reading
Interpreting Gaps: What do we do when people see our performance in different ways?
360-degree feedback provides a unique opportunity to assess how others view one person’s performance and behavior. However, it’s interesting how often different rater groups (supervisor, peers, direct reports, others, etc.) vary in their judgment of an individual. Understanding the value behind differences and gaps can provide depth that adds to the valuable insight available from 360-degree feedback. Continue reading
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