Archive for
May, 2007
Sunday, May 27th, 2007
Not so long ago the question would have been whether or not to use technology to support multi-rater feedback, but the issue now is more a matter of what technology to use. The administration of 360 degree multi-rater feedback can be a real headache; much greater than it appears at ...
Tuesday, May 22nd, 2007
Traditionally a boss judges employees, not vice versa. The problem with upward feedback is the realistic fear that bosses will take revenge on employees they think are giving them bad feedback.
Often, this is handled by making feedback anonymous. However, in many environments employees don't feel safe giving upward feedback even ...
Friday, May 18th, 2007
This month's HR Magazine (www.shrm.org/hrmagazine) has a big section on generation Y, which is definitely worth a read. One particularly interesting article is The Tethered Generation which looks at the role of technology with the millennial generation.
There are two key points in the article that apply to employee performance and ...
Tuesday, May 15th, 2007
In HR circles the common wisdom is that 360 degree feedback (particularly if it includes upward feedback) should only be used for development. This stems from a concern that as soon as you attach pay to the discussion, the pay issue becomes so heated that it drowns out the feedback ...
Monday, May 14th, 2007
I just attended the World at Work tradeshow and found a new sense of urgency in the air. There seems to be a really urgent push to put employee performance and talent management systems in place at organizations of all kinds. There also seems to be a trend in replacing ...
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