5 Mistakes Made in 360 Reviews
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5 Mistakes Made in 360 Reviews

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With 360° Insight by TalentGuard, leaders gain valuable insight into their behavior, develop new skills, and prepare for future challenges. The 360 feedback tool gathers and analyzes objective ...

With 360° Insight by TalentGuard, leaders gain valuable insight into their behavior, develop new skills, and prepare for future challenges. The 360 feedback tool gathers and analyzes objective multi-rater feedback to make better people development decisions.

Gathering objective feedback is a an effective means to assess and develop individuals, teams, and the business. Today, employees can receive structured and meaningful feedback on their performance, construct focused training plans and work experience opportunities, and set realistic career aspirations. Organization benefit from collecting feedback results and using the information to help inform the overall skills development, training, and succession plans.

Feedback helps people understand the impact of their decisions and actions on their organization and relationships. Feedback is gathered from many structured and unstructured sources, including objective sources such as financial, business process, or HR data (employee turnover, for instance), and subjective sources such as comments or ratings from managers, peers, or customers. In today's increasingly competitive world, feedback is increasingly being sought and used for more than just raising self-awareness. Feeback is being used to make decisions in several areas including:

Selection for career progression and promotion
Performance reviews
Inclusion in leadership and management development programs
​TalentGuard's 360° Insight tool aggregates and collates feedback from a variety of sources into a single document for the individual to review. An analysis of the report highlights key strengths and development areas, often signposting available development solutions.

Improve Speed and Efficiency - Save hours compiling multi-rater feedback.
Build Quality Assessments- Create custom assessments specific to your company, role profiles and more.
Extend Reach - Include all stakeholders (employees, managers, peers, customers, and partners) in the review process to obtain richer feedback.
Maximize Impact - Link assessments directly with development actions by mapping options that are relevant to the individual’s specific strengths and weaknesses.
Reduce Administration - Benefit from our hassle-free setup, processes, and workflow through simple user interfaces and forms.
talentguard.com

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5 Mistakes Made in 360 Reviews 5 Mistakes Made in 360 Reviews Presentation Transcript

  • © 2012 TalentGuard/All Rights Reserved 5 Common Mistakes Made in 360 Feedback Reviews Pitfalls to avoid and best practices for implementing an effective multi-rater evaluation and development process.
  • © 2012 TalentGuard/All Rights Reserved Meet John ©2012 TalentGuard
  • © 2012 TalentGuard/All Rights Reserved A.K.A... View slide
  • © 2012 TalentGuard/All Rights Reserved Mr. Top Sales Guy ©2012 TalentGuard View slide
  • © 2012 TalentGuard/All Rights Reserved John Works for… ©2012 TalentGuard
  • © 2012 TalentGuard/All Rights Reserved A medical device company ©2012 TalentGuard
  • © 2012 TalentGuard/All Rights Reserved John was promoted… John is struggling… The Boss wants… ©2012 TalentGuard
  • © 2012 TalentGuard/All Rights Reserved John “The Sales Guy” A 360 Review o to help John develop his managerial skills and improve performance ©2012 TalentGuard
  • © 2012 TalentGuard/All Rights Reserved John is… ©2012 TalentGuard
  • © 2012 TalentGuard/All Rights Reserved John is reluctant but wants to learn more (btw, most people feel like John) ©2012 TalentGuard
  • © 2012 TalentGuard/All Rights Reserved WHAT CAN JOHN EXPECT? Peer Subordinate Manager Customer Self Peer ©2012 TalentGuard Subordinate
  • © 2012 TalentGuard/All Rights Reserved JOHN IS NOT SURE WHY HIS COMPANY WANTS TO DO A 360 REVIEW ©2012 TalentGuard
  • © 2012 TalentGuard/All Rights Reserved CONVERSATION HAS IT… • Performance Improvement • Management Development • Career Development • Succession Planning ©2012 TalentGuard
  • © 2012 TalentGuard/All Rights Reserved ? ? Relevance Tool used to terminate Objective Compensation Action Risk Mitigation Weaknesses Competencies Confidentiality Development Training Coaching Strengths Promotion Skills Manager Conflict Feedback Team Building ©2012 TalentGuard
  • © 2012 TalentGuard/All Rights Reserved John doesn’t know what to think now ©2012 TalentGuard
  • © 2012 TalentGuard/All Rights Reserved John, Meet Sarah… ©2012 TalentGuard
  • © 2012 TalentGuard/All Rights Reserved Ms. HR ©2012 TalentGuard
  • © 2012 TalentGuard/All Rights Reserved Sara is great at 360 Feedback and… ©2012 TalentGuard
  • © 2012 TalentGuard/All Rights Reserved KNOWS THE 5 MISTAKES MADE WITH 360 REVIEWS 1. Lack of purpose and focus on specific business or strategic needs 2. Allowing participants to select raters without moderation 3. Lack of communication about the intent of 360 degree reviews 4. Lack of accountability for change and development 5. People are not trained in giving and receiving feedback ©2012 TalentGuard
  • © 2012 TalentGuard/All Rights Reserved Mistake 1… ©2012 TalentGuard
  • © 2012 TalentGuard/All Rights Reserved LACK OF PURPOSE OR FOCUS ON SPECIFIC BUSINESS OR STRATEGIC NEEDS • Organizations typically do not have a clear purpose for conducting 360 reviews, or • Companies mix purposes together (i.e. development planning and performance management) ©2012 TalentGuard
  • © 2012 TalentGuard/All Rights Reserved Resolution to Mistake 1 A Clear Purpose ©2012 TalentGuard
  • © 2012 TalentGuard/All Rights Reserved THE 360 PROCESS SHOULD DESIGNED TO ADDRESS A VERY SPECIFIC PURPOSE Performance Improvement • Enhancing marketing skills to strengthen marketing team Management Development • Improve leadership depth to meet future needs Career Development • Assessing team against key competencies to align to career paths Succession Planning • Build the talent pipeline ©2012 TalentGuard
  • © 2012 TalentGuard/All Rights Reserved SUPPORTING A CLEAR PURPOSE, REQUIRES A MEANINGFUL COMPETENCY MODEL • Not all competencies are created equal • A one-size-fits all approach is not effective • Align the competencies based on the purpose of the 360 Feedback • Involve key stakeholders in the development of the competency model ©2012 TalentGuard
  • © 2012 TalentGuard/All Rights Reserved Mistake 2… ©2012 TalentGuard
  • © 2012 TalentGuard/All Rights Reserved ALLOWING PARTICIPANTS TO SELECT RATERS WITHOUT MODERATION • Selection of raters is important to ensure high quality and objective feedback outcomes • Participants typically select their best advocates and/or their toughest critics • Poor participant selection can negatively impact final results ©2012 TalentGuard
  • © 2012 TalentGuard/All Rights Reserved Resolution to Mistake 2 Rater Selection Moderation ©2012 TalentGuard
  • © 2012 TalentGuard/All Rights Reserved PARTICIPANTS SHOULD BE INCLUDED IN THE SELECTION PROCESS BUT SHOULD NOT CONTROL IT Review Type Un-moderated & Un-governed Participants agree to be reviewed and select their own reviewers Participants know who is completing reviews Moderated & Un-governed Participants agree to be reviewed and submit a list of reviewers to moderator Moderators checks results and may reject or ask for repeat reviewers Moderator invites and manages reviewers Reports are completed and reports are generated Governed Participant agrees to be reviewed and does not choose reviewers Moderator invites and manages reviewers Reviews starts when invitation accepted Review then proceeds as either moderated or un-moderated Reports are completed and reports are generated Reports are completed and reports are generated Moderator = HR, Manager, Advisor, Coach, Other ©2012 TalentGuard
  • © 2012 TalentGuard/All Rights Reserved SARAH LEARNED THAT EACH REVIEW TYPES ALIGNS BEST WITH A SPECIFIC PURPOSE Review Type Un-moderated & Un-governed Moderated & Un-governed Governed Career / Skill Development Performance Improvement Management Development Succession Planning ©2012 TalentGuard
  • © 2012 TalentGuard/All Rights Reserved Mistake 3… ©2012 TalentGuard
  • © 2012 TalentGuard/All Rights Reserved LACK OF COMMUNICATION AND POOR TIMING • Failure to inform and solicit feedback from participants about the following: – Purpose | Process | Scoring | Confidentiality • Using 360 Reviews at inappropriate times – During re-organizations – Onboarding or with new employees – Low-trust environments – Acquisition and/or mergers – Prior to compensation discussions ©2012 TalentGuard
  • © 2012 TalentGuard/All Rights Reserved Resolution to Mistake 3 Good Words at the Right Time ©2012 TalentGuard
  • © 2012 TalentGuard/All Rights Reserved OPEN & TIMELY COMMUNICATIONS • 360 Degree reviews are best in organizations that are: – Stable – Need to solve real business issues – Open to giving and receiving feedback • Open and transparent communications are required often: – – – – During pre-planning Prior to the 360 assessment During the process After the process ©2012 TalentGuard
  • © 2012 TalentGuard/All Rights Reserved Mistake 4… ©2012 TalentGuard
  • © 2012 TalentGuard/All Rights Reserved LACK OF ACCOUNTABILITY FOR CHANGE AND DEVELOPMENT • Failure to start at the top and cascade down to middle management, etc. • Not creating a meaningful competency model tied to the purpose • 360 report output serves as a “one-time-read” rather than the basis of an on-going career and development (I.e. development plan and coaching) • Not providing adequate resources and time for development ©2012 TalentGuard
  • © 2012 TalentGuard/All Rights Reserved Resolution to Mistake 4 Strong Support ©2012 TalentGuard
  • © 2012 TalentGuard/All Rights Reserved SARAH’S ADVICE… • Leader Involvement: Leaders must support the process by engaging in the 360 review and development process • Learning Resources: HR needs to make relevant learning resources available to support employee development • Mentoring: Line managers need to provide the time and mentoring required to foster change • Continuity: Make the process on-going by administering every 12 – 18 months ©2012 TalentGuard
  • © 2012 TalentGuard/All Rights Reserved Mistake 5… ©2012 TalentGuard
  • © 2012 TalentGuard/All Rights Reserved PEOPLE ARE NOT TRAINED IN GIVING AND RECEIVING FEEDBACK • Interpreting 360 Degree feedback is not a simple process • Delivery of feedback is paramount to how constructively its perceived • Most managers are uncomfortable with giving critical feedback ©2012 TalentGuard
  • © 2012 TalentGuard/All Rights Reserved Resolution to Mistake 5 Coaching ©2012 TalentGuard
  • © 2012 TalentGuard/All Rights Reserved Interpreting 360 reports should be supported by a coach who understands: • how to identify and interpret themes • how to handle a range of emotions • how to focus on targeted areas for development ©2012 TalentGuard
  • © 2012 TalentGuard/All Rights Reserved Together, Everyone can realize extraordinary personal and organizational benefits ©2012 TalentGuard
  • © 2012 TalentGuard/All Rights Reserved A broader perspective on employee skills Information that is objective and actionable Greater self-awareness Focused career development Clarified expectations Positive change Increased retention and engagement ©2012 TalentGuard
  • © 2012 TalentGuard/All Rights Reserved Sarah’s Plan ©2012 TalentGuard
  • © 2012 TalentGuard/All Rights Reserved Phase Description Time Pre-Planning • • • • • • Selection of tool Target audience Competency selection Stakeholder review meetings Selection of review type (unmoderated vs. moderated) Administration management 6-8 weeks Design • • Assessment creation Report output creation 1-2 weeks Communication • • • • Introduction (What is a 360?) Education (What is our purpose?) Town hall meeting and follow-up 360 Invitation and follow-up instruction emails 1-2 weeks Selection of raters • • Selection and approval of reviewers Load participants into system 1-2 weeks Pilot roll-out • • • Schedule a small pilot Solicit feedback Evaluate outcomes 2-3 weeks Questionnaire distribution • • Email participants Trouble shoot email delivery issues 1 week
  • © 2012 TalentGuard/All Rights Reserved Questionnaire completion • • Field questions from participants Schedule automated emails 2-3 weeks Process 360 reports • • • • Close out 360 Review program Run analytics Customize and create reports Work with management to finalize formal output 2 weeks Feedback meetings • • • Train staff on debriefing (if self-assmt. or manager delivered) Facilitate 1x1 or group meetings for debriefing Troubleshoot outstanding issues and questions 2-8 weeks Development plan • • • Create development plans based on 360 feedback Sign-off on development plans Assign coaches to employees (optional) 2-8 weeks Engagement in learning • • • Attend classes Read books Attend coaching sessions 6-12 months Re-assessment • • • Evaluate outcomes of program Make improvements Start again 6-18 months ©2012 TalentGuard
  • © 2012 TalentGuard/All Rights Reserved Sarah’s Testimonial… ©2012 TalentGuard
  • © 2012 TalentGuard/All Rights Reserved “We gained deeper insight into our employees for skill improvement, development planning and succession planning.” Talent360 • 100% configurable – competencies, text, report format, colors, etc. • Customizable or built-in competency framework • Moderated and unmoderated assessment reviewer selection • Anonymous and named responses • Benchmark and comparison reports © 2011 TalentGuard
  • © 2012 TalentGuard/All Rights Reserved UPCOMING EVENTS Houston - Management Executive Forum August 29th, 9am-12pm www.talentguard.com/talent-management-executive-calendar Next Webinar—August11th 7 Steps to Effective Succession Planning www.talentguard.com/7-steps-to-succession-planning Schedule a Demo www.talentguard.com/products-home ©2012 TalentGuard