360 Degree Feedback Assessment: Best Way or Worst Way to Evaluate Performance?

“Mirror, mirror on the wall. Who is the fairest of them all?” Are you curious how others perceive your performance? Do you wonder how effective you are at what you do? Unfortunately, most people cannot accurately evaluate their performance. The truth is when it comes to performance, PERCEPTION is reality.

The 360 degree appraisal is gaining popularity as a tool to accurately measure leadership performance. In this downsized economy executives are concerned how individual performance affects organizational performance, productivity and the bottom line.

The annual performance review and other formal performance review methods are unreliable. As individuals, we receive feedback from two groups. On one extreme we hear from people who like us, then on the other extreme we hear from people who dislike us. As long as we surround ourselves with “yes” people, we will never know how to improve our performance as perceived by others.. Neither group is entirely accurate in their appraisal. The silent majority, the group in the middle, has the most valuable and valid feedback.

Most people compare the traditional performance appraisal process to standing on a broken bathroom scale that provides everyone the exact same weight. The annual, one-on-one performance appraisal provides biased and limited feedback. Personal chemistry plays a large part in evaluations. Studies show individuals who look like, act like and think like the boss will usually receive a better evaluation than individuals who are different. In more cases, supervisors avoid saying anything negative, not address shortcomings and lump everyone in the same middle-of-the-road box.

When conducted properly, the 360 appraisals are powerful tools for helping individuals improve, grow and develop their interpersonal skills. I worked with one individual who received excellent scores from her supervisor and board members. She “walked on water.” However, when I completed a 360 feedback survey, four out of her five direct reports identified major weaknesses. She was a micro-manager, over-controlling and intimidated those who worked for her. The end result was a group of people afraid to take initiative and limited by her controlling management style. When she saw the report, she was willing to change her behavior and resolve the issues. If she had only depended on the feedback from her supervisor, she would have been oblivious to the problem.

The supervisor is only ONE person out of many possessing valuable input to the leadership performance of the rated individual. Getting accurate feedback from all the groups of people we work with is more valuable than just one person. This 360 appraisal assessment gathers information from people about an individual’s performance as seen by the standards and expectations of their boss, self, peers, direct reports and customers.

The development of effective skills begins with the awareness of ineffective behaviors. A 360 degree feedback appraisal shows an individual what others think their performance is versus what it should be. By understanding the perception of others, people can improve.

How Does It Work?

The rated employee and his/her boss pick a group of 8-15 individuals. These people should work with the employee for a minimum of 90 days. The group should consist of stakeholders to include customers, direct reports, peers and the individual’s direct supervisor. Most 360 assessments are completed on a secure webpage. Input and the identity of the individual is protected. At the conclusion, the rated employee receives a written report that includes the aggregate scores broken down by groups. (Supervisor, self, peers, direct reports etc.)

These 360 degree assessments must be used with foresight and forethought. Critics say these assessments are nothing more than popularity contests. As a management consultant, I have conducted dozens of  multi-rater assessments and found the input is much more fair and objective than other performance appraisals. In some cases, written comments provided by the stakeholders are the most helpful part of the process.

The 360 degree feedback assessment points out blind spots individuals, team members and managers cannot see about themselves. Depending on the maturity level of the individual, this revelation comes as a blessing or a curse. Assessment results should be facilitated in a way that leads to a complete process of improvement. Follow-up and action plans for improvement are a critical part of this process.

360 Feedback Assessment Resources:

Share
Posted in Behavior Assessments, Leadership | Tagged , , , , | 1 Comment

Team Building Tips That Build Employee Motivation

Here are some ideas to reward and recognize your people:

Tool for New Employees:  Northeastern University has many divisions, each containing several departments.  The division decided to develop a tool to assist the new employees.  It is an orientation/training manual, and the entire company helps direct them where to go, who to speak to, and what they need to begin working on.

Staff Excellence Award:  Northeastern University has developed a staff excellence awards.  These are done monthly and the winners are nominated by those in their department.  They receive a gift certificate and plaque.

Perfect Attendance Recognition:  Graybar has weekly or monthly drawings for perfect attendance.  This is for those who have had no tardiness, etc. for the previous weeks.  They give one gift certificate per week.

On the Spot Award:  NexCom uses the “On the Spot Award.”  Any supervisor who finds an employee doing the right thing gives it.  They give that employee a gift certificate, minimum $25, maximum $100.

Breakfast Burrito Reward:  Sandia National Labs has the Breakfast Burrito reward.  When a team or individual meets a certain performance goal, they get a Breakfast Burrito party.  Status towards achievement is tracked on a poster… red chilies indicate falling behind schedule, and green chilies show if they are on time, or ahead of schedule.  This is very inexpensive, but well received.  Employees love to eat!

Source:  TNT: Dynamic Ideas to Reward, Energize and Motivate Your Teams

Share
Posted in Talent Management, Team Building | Tagged , , , | 1 Comment

DISC Certification Training Program

DISC Certification Group Coaching Training Program

Click here for upcoming class dates, DISC assessments and registration

Individual behavior styles and preferences have a direct impact on our interpersonal relationships at home and at the workplace. People differ from each other in fundamental ways including their values, behaviors, talents, temperaments, wants and beliefs. Our DISC training programs and the proper application of other personality assessment training, empower individuals and unleash team performance.  DISC is a model of human behavior that helps people understand “why they do what they do.”  The dimensions of Dominance, Influence, Steadiness and Compliance make up the model and interact with other factors to describe human behavior.

The Benefits of Attending our DISC Certification Training Program

  • As a consultant, add additional revenue streams for your business
  • Use assessments to identify and hire the best person for the right job
  • Become an expert on the DISC program and personality model
  • Use our training and assessments to enhance your talent management strategy
  • Reduce conflict and build more effective teamwork
  • Learn to interpret the DISC training assessment and the motivators report
  • Deliver workshops to your employees/clients
  • Utilize the model and tools to meet personal and organizational objectives
  • Use assessments to improve communication and individual performance
  • Identify which job the individual is best suited

DISC Certification Training Application

Upon successful completion of the training, you may teach the DISC personality model in your organization or use it in other applications outside of your business.  We will also provide you an online assessment account to deliver and use our assessments.

DISC Training Workshop Objectives–DISC TRAINING CERTIFICATION

  • Participants will learn how to correctly administer, score, and apply the DISC Profile in their own workshops.
  • Discover proven methods to enhance personal and organizational results.
  • Learn how to identify the emotional intelligence, strengths, and the abilities of individuals and know which jobs people are best suited.
  • Predict a job applicant’s behavior style before hiring or promoting them.
  • Understand the temperament and ability of individual employees and managers.
  • Understand the eight dimensions of normal behavior.
  • Give performance feedback to people in a style they can understand and accept for improving performance and accelerating professional development.
  • Understand the critical difference between Myers-Briggs and other behavior based assessments such as executive, team, customer service and sales versions of the DISC training workshop reports.
  • Learn to integrate the DISC assessment training tools and workshops into training and coaching applications.
  • Learn how to design and deliver DISC workshops.

Here are the latest list of upcoming DISC training courses.

(Over the phone/web)

Upon successful completion of the training, you may teach and conduct workshops in your organization or training practice. Limited to five people per class.

Click here for upcoming class dates, DISC assessments and registration

 

 

Greg Smith | Lead Navigator | 770-860-9464 | Chart Your Course International

Chartcourse.com | HighperformanceOrganization.com

Share
Posted in Behavior Assessments, DISC Training | Tagged , , , , | Comments Off on DISC Certification Training Program

Job Satisfaction & Motivation

Job Satisfaction & Motivation Benefits the Workplace | Small Business – Chron.com http://ping.fm/ZEHVm

Share
Posted in Employee Retention, Good Places to Work, Job Satisfaction, Leadership, Talent Management, Team Building, Uncategorized | Tagged | Comments Off on Job Satisfaction & Motivation

Creating a Great Place to Work

Creating a Great Place to Work

As the economy rebounds businesses are focusing on making their organizations better places to work. They are realizing if employees and managers are unhappy, they are going to leave. Pay and benefits are important, but many people are choosing happiness, meaningful work and job satisfaction as the most important criteria as to whether they stay or go.

Tony Hsieh, CEO of Zappos and author of Delivering Happiness: A Path to Profits, Passion and Purpose has created a great place to work. They have no problem attracting and retaining good people. Zappos does not hire just anyone looking for a job. They place emphasis on hiring the right kind of people. By hiring the right people, they reduce turnover, training costs and insure their team of Zapponians stay motivated and passionate about what they do. According to their human resource department, it is harder to get a job at Zappos than to be accepted at Harvard Business School.

The strategies and concepts they apply at Zappos have had a significant impact. Great places to work are more productive and more profitable than their peers. While most organizations have suffered during the recession, Zappos has been growing at a record pace. The Zappos vision statement is, Delivering happiness to our customers, vendors and employees. Creating happiness is not just an altruistic thing to do. It has a huge impact on the bottom line. Happiness has created unparalleled customer loyalty to the extent 80% of their customers return to purchase again.

In creating a great place to work, consider the following strategies:

1) Give people a higher calling and a purpose for working.
Do your employees feel their job gives them meaning and a purpose for working in your organization? Giving people a higher calling or a purpose makes them passionate about their jobs and is a major reason why they should work for your organization; otherwise it is just a job.

2) Deploy a leadership strategy.
There is unmistakable evidence revealing how leadership is exercised, formally and informally, throughout the organization. It is clear to your employees how key decisions are made, communicated and carried out. There needs to be a system for decision-making and development of leaders and managers as well as the reinforcement of values, directions and performance expectations.

3) Manage your managers and make them lead by example.
People dont quit their company, they quit their managers. You cant have a great place to work if you have bad managers.period. Leaders in the organization serve as role models through their ethical behavior and personal involvement in planning, communicating and developing others. Measure their effectiveness and hold them accountable for their actions. No excuses.

4) Hire the RIGHT people.
The cost of hiring the WRONG people is greater than most realize. When you add the money spent on recruiting, hiring, orientation, training and employee turnover. It equals to 2.5 times the persons annual salary. On the other hand, according to the Gallup organization, good employees generate 38 percent higher customer satisfaction scores, 22% higher productivity and 27% higher profits.

5) Tear down walls and eliminate barriers that rob people of pride.
Dedicate time pinpointing and removing barriers, obstacles and non-essential work that obstruct workflow, communication and productivity. Insure individuals have access and are free to go to anyone in the organization for advice and assistance. Conduct an employee satisfaction survey to pinpoint areas of dissatisfaction.

6) Create a work place that engages and inspires employees.
Success depends on valuing each employee’s satisfaction, motivation, well-being and development. People have a basic human need to feel appreciated. Recognition programs help meet that need as well as generate behavior in alignment with organizational goals and standards.

7) Retain your top people.
It should go without saying, but if you have a great place to work, you do not need to worry about headhunters plucking away your best employees. An effective retention strategy is to know the reasons why your employee stay, why their leave and what makes them happy.

8) Capture and manage ideas and suggestions.
Just imagine if Steve Jobs was your employee and he suggested this idea for a computerized tablet called the Ipad. The amazing thing is there are lots of innovative employees who have great ideas, but most of them go untapped. Great places to work listen and implement the ideas of their workforce. Create a system to learn and apply new knowledge, trends and ideas through evaluation, study and innovation.

9) Customer and market focus.
Happy employees make your customers happy. Do you build and maintain relationships with customers? Do you have metrics in place to measure customer satisfaction and loyalty? Is this information shared with all of your staff/employees? Empower employees to satisfy customers on first contact, improve processes and raise productivity to achieve business results.

10) Measure performance. Insure your organization has a process that quantifies input and output and measures what makes your organization successful. Whether it is employee satisfaction, customer satisfaction or profit, make sure everyone contributes to or at least can see how the organization is doing on a monthly basis.

JOIN OUR BLOG

http://highperformanceorganization.com

TOOLS, PRODUCTS and RESOURCES

The Great Workplace
Building Trust and Inspiring Performance

Research proves it. The best companies to work for are more productive and more profitable than their stock market peers. But a great workplace is not something that can be achieved in a quarter, or even a year. For a great workplace to exist, employees must trust the organization implicitly, take pride in what they do, and be inspired to achieve superior performance. And that requires a different breed of leadershipleaders who know how to instill and reinforce these beliefs in every communication, every decision, and every interaction. It requires leaders who realize how they act and do what they do makes a world of difference to employees.

http://www.chartcourse.com/great-workplace.html

Fired Up! Leading Your Organization to Achieve Exceptional Results

Greg’s latest and most powerful book is guaranteed to get you Fired Up! Studies show the personal actions of the leader are the most important factor in motivating and retaining employees as well as contributing to the financial success of the organization. This book provides practical tips, advice and strategies that will transform managers into dynamic leaders. Based on Gregs personal experience as a military officer, business owner, organizational consultant and author, learn proven strategies to reward, motivate, deliver exceptional customer service and coach people toward higher performance and greater employee satisfaction.

$24.95
http://www.chartcourse.com/firedup.html

60 Team Building Tips

Here are some simple and practical ideas to get your team motivated and working effectively together. Learn how to reward, recognize and keep your team communicating in a high performance manner.

$9.95
http://www.chartcourse.com/captainsbooks.htm

Share
Posted in Employee Retention, Good Places to Work, Job Satisfaction, Leadership, Talent Management, Uncategorized | Tagged , , , , , | 1 Comment

Great places to work are more productive and more profitable than their stock market peers.

Research proves it. The “best companies to work for” are more productive and more profitable than their stock market peers. But a great workplace is not something that can be achieved in a quarter, or even a year. For a great workplace to exist, employees must trust the organization implicitly, take pride in what they do, and be inspired to achieve superior performance. And that requires a different breed of leadership—leaders who know how to instill and reinforce these beliefs in every communication, every decision, and every interaction. It requires leaders who realize that how they do what they do makes a world of difference to employees.

http://ping.fm/yO6mY

Share
Posted in Good Places to Work, Human Resource Management, Job Satisfaction, Uncategorized | Comments Off on Great places to work are more productive and more profitable than their stock market peers.

2011 Baldrige Regional Conferences

Register now for the 2011 Baldrige Regional Conferences!

The conferences, which will each showcase the best practices of current and past Baldrige Award recipients, will be held:

September 13

Kansas City, MO
Westin Crown Center

September 27

Birmingham, AL
Renaissance Birmingham Ross Bridge Golf Resort & Spa

Come, learn, network, and engage in a day dedicated to improving your organization’s performance and take part in:

–an in-depth plenary session featuring senior executives from the 2010 Baldrige Award recipients

–18 interactive management sessions to choose from, featuring current or former recipients presenting on topics of interest to today’s managers and leaders.

The Regional Conferences are co-sponsored by the Alabama Productivity Center, the Excellence in Missouri Foundation, and the Alliance for Performance Excellence.

To learn more, visit the Regional Conferences Webpages.

For questions about the conferences, contact us at 301-975-2036 or baldrige.

Share
Posted in Uncategorized | Comments Off on 2011 Baldrige Regional Conferences