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 first sight. The problem is that the number of feedback forms to be managed can be very large.

In choosing a technology the critical thing [...]

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.

There’s no question that feedback from employees can be very helpful for a manager’s development. There is also good reason for feedback [...]

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 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 [...]

Professional services firms suffer from a unique challenge at employee performance appraisal time… Consultants, accountants, architects and lawyers typically work on many different accounts or projects, continually moving on to new teams with different leaders. For many firms, continually moving people on to new projects under different leaders is the only possible way to operate. But the implication is that the traditional boss is missing. When it is time to give formal feedback to [...]

Almost nobody looks forward to completing annual empoyee performance appraisals, but the stress and effort associated with them can be greatly reduced if a few common mistakes are avoided.

Employee performance appraisals are just a single point in the performance management process, which should be an ongoing process within any organization. At the heart of this process is consistent, efficient and strategically-driven communication between managers and employees. It would seem like common sense that [...]