why 7geese exists - okrs and performance management feature webinars/360 feedback!.pdfquick...

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:ashleigh@7geese.com

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