How 360 degree feedback helps managers put human capital first
An engaged team of employees represents an unquestionable competitive advantage for a company, but such a pursuit is only likely to end successfully if managers properly invest in their employees.
Delivering 360 feedback does not make you the ‘bearer of bad news’
By using the 360 feedback process, companies can deliver constructive feedback to staff members at all levels.
Case study: Could 360 feedback help retail chains?
McDonald’s is becoming famous for a less-than-flattering trait – bad employees. How can a company make the necessary changes to keep customers happy while not compromising its overall goals?
Descriptive versus evaluative feedback
Without taking the time to create descriptive feedback, it can be very easy to put team members on edge when they are undergoing an employee appraisal.
Using 360 feedback to build bridges
With a well-rounded appraisal, where individuals have their strengths highlighted and are given constructive feedback for how to become even stronger contributors, a positive culture of engagement can be created.
Comprehensive collaboration drives success
With 360 degree feedback, employees and their immediate supervisor will be able to work together to find ways for each individual to become an even stronger contributor.
Successful bosses maintain communication with 360 feedback
While a standard performance review might gloss over certain areas, 360 coaching allows leaders to be straightforward and encourage team members to work hard.
How to use 360 feedback to earn respect as a leader
Through 360 degree assessments, leaders can give constructive feedback on how team members can improve, and highlight their strengths at the same time.
