3 steps to making a 360-Feedback and Assessment-Review Project more effective.
The practice of using multi-rater feedback systems—usually referred to as 360-degree feedback—has long been popular with training professionals and human resource departments.
It has a demonstrated record of effectiveness as a tool that supports the development of management and leadership skills and, as such, can be an essential element in an organization's talent management strategy, helping to assess the strengths and weaknesses of employees and providing a basis for training or coaching plans that address the weaknesses and further capitalize on the strengths.
It has a demonstrated record of effectiveness as a tool that supports the development of management and leadership skills and, as such, can be an essential element in an organization's talent management strategy, helping to assess the strengths and weaknesses of employees and providing a basis for training or coaching plans that address the weaknesses and further capitalize on the strengths.
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We recommend these 3 steps to make your 360-Feedback and Assessment-Review Project more effective.
Step 1. Manage The Workflow and Its Milestones
Milestones mark specific points along the project’s timeline. They are checkpoints in your 360-Feedback and Assessment-Review Project workflow that identifies when activities or groups of activities have been completed or when a new phase or activity is launched. You can differentiate milestones from other timeline elements because they take no time to complete; think of them as signposts that keep things on track.
Milestones are influential because they demonstrate forward progress in your 360-Feedback and Assessment-Review project plan. They help motivate and align your team, the talent and your client by enabling everyone to view progress and judge priorities.
Milestones are influential because they demonstrate forward progress in your 360-Feedback and Assessment-Review project plan. They help motivate and align your team, the talent and your client by enabling everyone to view progress and judge priorities.
Step 2. Provide secure data governance for all stakeholders
In ValYouBel, all talent information and sensitive data regarding 360 Feedback and assessment are stored in a secured environment. Talent Suite allows talents to have a point of access to their sensitive files and have an accurate record of their entire journey with their process, as all comments and communication are stored in a single repository. As for clients, they can utilize their own portal - the Client-Suite - to access and to communicate with his/her assigned assessment professional. Through their secure portal, every client contact with corresponding access can check current 360 Feedback and assessment projects' status.
Having the right interaction and timely collaboration with your client at the right time leads to maximum engagement. All communication and action are stored for immediate access, and this builds corporate memory. Additionally, it saves both yours and your client's time and money.
Having the right interaction and timely collaboration with your client at the right time leads to maximum engagement. All communication and action are stored for immediate access, and this builds corporate memory. Additionally, it saves both yours and your client's time and money.
Step 3. Follow up after 360-Degree Feedback
A 360 Feedback Project should not be a stand-alone event. There must be development, planning and follow up. 360 performance reviews are most effective on when it extends beyond employees receiving quantitative data. Self-reflection is encouraged but is more powerful when paired with follow up: coaching, goal setting, and positive recognition. It is essential not to underestimate the power of follow-up after 360 degree feedback as this is what drives performance change.
ValYouBel provides a comprehensive set of survey tools to follow-up the 360 review process to better engage with the talents. Goals and recognitions can be stored within the content repository.
There are also features like talent pools and alert mechanisms that the coach can utilize for timely engagement. For example: Let's say a follow-up project will last 2 months. A coach / facilitator may want to follow up on certain talents and utilize talent pools to personally follow up each talent in his/her pool. ValYouBel can alert the coach/facilitator to follow up on particular talents in the designated pool.
ValYouBel provides a comprehensive set of survey tools to follow-up the 360 review process to better engage with the talents. Goals and recognitions can be stored within the content repository.
There are also features like talent pools and alert mechanisms that the coach can utilize for timely engagement. For example: Let's say a follow-up project will last 2 months. A coach / facilitator may want to follow up on certain talents and utilize talent pools to personally follow up each talent in his/her pool. ValYouBel can alert the coach/facilitator to follow up on particular talents in the designated pool.
To conclude, follow up during and after a performance review is essential to make employees feel accountable for positive change. They inspire this change and make the most of a performance review. It is also vital that the manager can plan the support for a thorough follow up.
This begins by offering a supportive environment for secure feedback and empowerment, where both parties can communicate effectively.
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Möchten auch Sie Ihr 360 Feedback Prozeß nachhaltig verbessern?
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