Most of us know that multirater 360 degree evaluations are a great performance management tool. They give employees a broader, more objective view of their performance and help drive up engagement. So why do so many companies hesitate to use them?

I came across this post about peer reviews on the Evil HR Lady blog and immediately shuddered. Who doesn’t recall a time when they have been asked to give feedback on a peer as part of their performance appraisal process and tempered their feedback to the point of uselessness – or avoided the task entirely? To sum up:

I wanted to share a really interesting perspective on constructive employee evaluations that I found from blogger Simon Stapleton. In a recent post he talks about how most employees don’t see value in performance appraisals and that in fact a full 90% of respondents (in his surveying) reported their appraisals to be little more than checking off another to-do in their daily grind.

A short post for everyone this Friday. I wanted to share something funny that I heard on CBC Radio (Canadian equivalent of NPR) on a show called The Point. They did a piece on meeting personalities that I found all too true!

Recently, I was surfing the AHA website and noticed they have a great Quality Center to “help hospitals accelerate their quality and performance improvement processes.” It’s loaded with tools and articles to help hospitals achieve better overall service, patient outcomes and performance.