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why 7Geese exists
56% of employees said they do not receive feedback on what to improve.
Almost 90% of human resources (HR) heads report that their PM systems do not yield accurate information.
Source: Corporate Leadership Council. (2012). Driving breakthrough performance in the new work environment
quick introduction
Ashleigh Myerscough, Talent Management Advisor @ 7Geese
Diploma in Human Resource ManagementBachelor of Business AdministrationPrevious work in Special Education
Let’s Connect:[email protected]
1-877-287- 8128 ext. 105
Direct: 604-800-3687
360 feedbacksurveys, data, do’s & don’ts
1 2 3 4
agenda
360 FeedbackWhat is 360 Feedback? Who is involved? When is it used? Why use it?
Using 360 Feedback DataNow that you’ve facilitated 360 Feedback, how can you use the data collected?
Common Pitfalls & Best PracticesHighlighting best practices around implementing 360 Feedback and common pitfalls to avoid.
360 Feedback in 7Geese, Q&AHow you can facilitate 360 Feedback in 7Geese and taking your questions.
Our Feedback Definition
Supplying data about
employee performance to a main
source, like a Manager, or to the
employee themselves, so that
their performance can be altered.
360 Feedback
A Feedback method that includes
not just the Manager but also
peers, direct reports and even
sometimes customers to provide
feedback.
A method to provide employees
feedback about their performance
that others have observed
Feedback Definition
The furnishing of data concerning
the operation or output of a
machine to an automatic control
device or to the machine itself, so
that subsequent or ongoing
operations of the machine can be
altered or corrected.
what is 360 feedback?
360 Feedback Method
1. Pick a goal
2. Select & Train your 360
Feedback Raters
3. Send out the 360 Feedback
Request
4. Collect the data
5. Debrief the data
6. Make a plan
7. Communicate the plan
Other co-workers observing employee’s performance
Team Members
Direct Manager
Employee
who is involved in 360 feedback?
when do you ask for 360 feedback?
As part of your Performance
Management Process
When the Manager seeks input on the
employee
When the employee seeks input
Purpose A. Development
• assist the receiver to understand their strengths
and weaknesses
• build a development plan
B. Performance Appraisal
• self reflection on past performance
• group reflection on past performance
BenefitsA. Increases the effectiveness of every type of feedback
B. Decrease amount of time Managers are needed to
provided feedback to individuals
C. Greater pool of feedback generated
D. Increase in team collaboration and effectiveness
E. Increased acceptance of results
why do you do 360 feedback?
Understand that it’s normal to feel uncomfortable or discouraged by your feedback
ID your strengths and top three things you want to work on
Make a plan
Communicate that plan to those in your 360 Feedback network
Provide support for feelings of discouragement
Assist with strength identification and skills to work upon that align with organization
Develop plan with individual to achieve the skill development
Hold the individual accountable along the way
now what?
Step 5
Step 6
Step 7
Individual Manager
Step 5
Step 6
Step 7
Training and Development
Trends
Hiring Trends
Process and Procedure Efficiencies
organizational growth
Goal Readiness Structure
how to avoid them?
Knowing your organization’s goal for using a 360 Feedback and clearly communicating it to your employees can define expectations, ease concerns, and set your organization up for success with the new process.
Development VS Performance Appraisal
what’s the goal?
What’s your organization’s culture? If not, let’s start with
building trust!
Trusting & open
Ready
is the organization ready?
Regimented or Ad Hoc
Open or Anonymous
Electronic or Manual
what’s the structure?
360 Feedback in 7Geese
any questions?
Know your goalDecide on your
structure before implementing
Ensure your organization
is ready
Don’t tie compensation
to 360 Feedback
key takeaways
align your team and achieve more, together7Geese is creating an agile approach to performance management.
These include OKRs goal setting, employee recognition, continuous feedback,
coaching, and career tracks