Employee Insights LLC

Why do you, as a leader, need a 360 evaluation?  Because we are not very objective when it comes to evaluating ourselves.  Most of the best leaders agree that it is important to get honest and anonymous feedback from the people they work with.  No matter how tough it maybe to hear this feedback needs to be taken as an opportunity for growth and not considered a betrayal.  You can not become a more effective leader if you do not address your short comings.

If you have never had a professional and complete 360 evaluation you should immediately consider engaging an outside company to perform one for you and your management team. Take the results seriously and use them to improve not only yourself but your company as well.

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We couldn’t say this better.  Liz Ramirez, a contributing writer for Yahoo discusses some key points about giving and using the results from 360 degree evaluations.  This is a good article for anyone considering the use of a 360 evaluation in their organization.

Liz points out that everyone taking a 360 must feel comfortable in giving honest feedback, negative or positive, without the threat of retribution.  They need to understand that the results will be used as a coaching tool to help the individuals improve and help with group communications.  Participants need to understand not to sugar coat answers because it gives an unrealistic picture of what’s happening.  All participants must rate the questions consistently to create accuracy in the results and the best way to do this is to have the participants attend a brief training class on taking the assessment. Liz does caution that that a 360 is only a valuable tool if the behaviors and skills being evaluated are related to the job being performed.

Click here to read the complete article.

Here’s a blog article by Amanda Lewis of the Human Capital Institute discussing the need and merits of a skills gap analysis. Amanda brings up some very good points on why the analysis is necessary and what some of the potential shortcomings are. She also notes that most HR / Talent functions do not possess this type of 360 view of their employees and organizations. If yo’re an HR professional or manager this is a great short read. (more…)

Kris Dunn for the HR Capitalist wrote posed a question every manager, owner, partner and corporate HR professional should ask themselves; “Do our company values match what the employee wants”?  The chart below shows 2 columns of the same questions.  The ones in red on the left were the top 4 out of 100 companies, and the ones in blue on the right were the top 4 from individual high performers.

Interestingly we noticed the ones on in the red seem to fit more with the definition of “values” while the ones in “blue” seem to be more defined as a “trait”. These 2 terms can interchange depending on the context.  The high performers that participated in this likely were trying to define why they are successful instead of trying to define values as related to company values.  We believe if values and company personality are of top importance to the stakeholders, then a controlled and objective assessment should be used to understand what those company values are. The same assessment with the same controls and validation should then be used to assess would-be or current employees. Kris hit the nail on the head, this is one of those ‘lazy concepts that we simply don’t question” but should.

Click Here to read the original article.

Here’s something to watch out for our HR and Manager friends. This is a synopsis of an article and survey put out by Salary.com that highlights who goes looking for a new job in January and why. Interesting but not surprising, 43% are not satisfied with their job for various reason and 67% said they would leave their current position for more money. 60% would leave because there is no chance for advancement, and 50% would leave because they are under appreciated. Going farther down the list 35% said they are overworked and 275 said they have a poor work/life balance or have horrible bosses (imagine that), and older workers are more antsy than younger ones. (more…)

A great article explaining 360 evaluations by Liz Ramirez, a contributing editor for Yahoo. Liz explains how the 360 surveys should be given for best results and how an action plan must be in place to get the most from the results. She discusses how the behaviors and skills being assessed need to be related to the position, and the people taking the survey need to fully understand that they can leave positive and negative feedback as necessary to properly reflect their view.

See the original article Here.