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May 15, 2007 1:15 PMThe first choice: appraisal or developmentBy: David CreelmanCategory: Performance and Talent Management 360° Feedback In HR circles the common wisdom is that multi-rater 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 people are supposed to be paying attention to. The problem is only really avoided if performance appraisal is an ongoing process, not a once-a-year event - and that is what professional services firms should aim for. If a professional is getting feedback over the course of the year then the formal appraisal process will contain no surprises and becomes a much less intense discussion. Employee performance and talent management technology makes on-going performance management much easier. Aside from automating the complex task of gathering multi-rater feedback, for example, the technology facilitates doing reviews at the end of every project, so everyone can get timely feedback on their performance. Technology also makes it easy for both managers and professionals to track relevant performance information on an ongoing basis. Sometimes this is simply a matter of copying part of an email into a performance log or making a quick note about a client's comments so that when the performance evaluation is done managers don't have to rely on memory alone. Circling back to the specific choice facing professional services firms: do we use multi-rater feedback for appraisal or just for development? The answer is to do what the culture will sustain. What managers need is training in how to do performance management and particularly how to make it an on-going process so that there are no surprises at the end of the year. It is up to managers, not HR, to create a climate where honest feedback is appreciated and where employees feel that managers are being fair to them in appraisal.
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May 27, 2007 11:18 AMThe third choice: tech and adminCategory: Performance and Talent Management Employee Evaluations 360° Feedback  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 multi-rater feedback can be a real headache; much greater than it appears at first sight. The problem is that the number of feedback forms to be managed can be very large. MORE 
May 22, 2007 8:28 AMThe second choice: upward feedbackCategory: Performance and Talent Management Employee Evaluations 360° Feedback 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 when it is anonymous. MORE
May 15, 2007 1:15 PMThe first choice: appraisal or developmentCategory: Performance and Talent Management 360° Feedback Part of Series on Making Multi-Rater Feedback Work in Professional Services Firms MORE
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