360 Degree Feedback: Mistakes Managers Make and How to Avoid Them
Ask any manager what he or she just hates to do and very likely you’ll hear "performance reviews." If it doesn’t make number one on your list, you can bet it is in the top three.
Single source evaluations, the traditional once-a-year performance review (if employees are lucky to get that), are not only dreaded but ineffective too. Studies consistently show that nearly every employee receives ratings higher than their actual performance using the single source evaluation.
Supervisors have motives – although not always in the best interest of the organization – to boost ratings. To learn more about these motives and how to implement successful 360 degree surveys, read the June 21 issue of The Total View at:
More inside The Total View:
1. 360 Degree Feedback:
Mistakes Managers Make and How to Avoid Them
2. Perfect Labor Storm Alerts #545 to #546
3. Perception 360 Feedback Reports – Mulit-Rater Feedback
4. Quotes from Hire Authorities
5. ASSESS 360 Degree Feedback
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I’m not a big fan of annual performance reviews, period. I think more frequent feedback is substantially more effective in guiding employees towards work-related goals. But a single source performance review is the worst kind of all!