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Showing blog posts in People Management.

Deploying The 360 Survey

Background Expertise – Origins and Experience of Vendor What are this supplier’s credentials…are they from an HRD/L&D/psychology practitioner background or an IT background? Where is the vendor located?  Is this important?  Check. Have they ever worked at the coal face with 360-degree feedback or are they simply programmers who’ve jumped on the 360 bandwagon?  Does any of that matter?  Check. How long has the vendor been trading in this area?  Check. What does the client list look like?  Check? Has this vendor helped similar...

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Understanding The Project Scope

All 360-degree feedback projects need to start with a detailed scoping discussion so that we can understand what it is you are trying to achieve with 360 feedback and what might potentially get in the way. Whatever your circumstances and whoever you partner with over the 360 application, you should go through this same process.

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360 Feedback Review Process

The 360 degree feedback process may vary slightly from company to company, however, each follows a similar structure.

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How to Enhance Leadership and Talent Management With 360 Feedback Tools

360-degree feedback is a powerful, multi-dimensional leadership development tool that draws upon the knowledge of people within a person's own circle of influence within their working environment. This includes, but is not limited to, supervisors, peers and direct reports.  It is most widely used for internal development, and many organisations are using 360 for leadership and talent management. 

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Personal Feedback on Social Media Platform: Linkedin

As you know, my company is in the feedback business. Normally these blogs are related to the art and science of 360-degree feedback...that's the hill I'm King of! But this time I want to use the blog space to have a beef...give a bit of feedback of my own. The subject of my feedback is the social network for professionals: Linkedin.

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How 360 Degree Appraisals Are Used For Leadership Development

In order to be an effective leader, you not only need to hold your own perception of your strengths and weaknesses but also be aware of the impact of your behaviour on those that you lead. 360 degree appraisals help lend perspective to an employee’s strengths and weaknesses from the individual, team and organisation’s perspectives.   

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