There is no feedback program that is as comprehensive as the 360 degree feedback program. When it is carried out correctly, it is both successful and useful.
Author: Kylee Stone
Kylee Stone supports the professional services team as a CX intern and psychology SME. She leverages her innate creativity with extensive background in psychology to support client experience and organizational functions. Kylee is completing her master’s degree in Industrial-Organizational psychology at the University of Missouri Science and Technology emphasizing in Applied workplace psychology and Statistical Methods.
How Do You Prepare Your Team For A 360 Degree Review Process
While performance reviews are something most employees know about, it’s not the same for 360 degree reviews.
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Why Managers Need To Focus On Employee Happiness?
In the current corporate culture most managers expect their employees to perform outstandingly and keep working that hard on every project given to them.
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Why Do Good Employees Quit?
It often happens that when a good employee quits, you are left with no clue as to why it happened. Because according to you, you provided them with the best possible work environment and opportunities.
5 Tips for Effective Meetings
Meetings play a big role in organizations. But there’s also no denying that meetings can become meaningless time-sucks when they do not fulfill the purpose they were held for, that is whether it is addressing a problem or fixing it.
Dealing With Negative Feedback In The Workplace
Negative feedback is the worst.
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The 3 Benefits of Workplace Diversity
Workplace diversity is important. A culture of sameness, while initially comfortable will soon enough turn an organization stagnant. Continue reading “The 3 Benefits of Workplace Diversity”
Should 360 Degree Feedback Be Linked To Performance Reviews?
Organizations will always demand improved performance and results from their employees, no matter what. Experts have come up with many new approaches like performance reviews and 360 degree feedback in order for employees to boost their performance and meet their organizational goals.
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Right Time For 360 Degree Feedback
Why do we conduct 360 degree feedback surveys? It helps employees receive feedback from different people working around them. This bunch of different people usually includes the employees’ peers and managers. Receiving feedback from multiple people, allows employees to create a developmental plan for themselves and improve themselves.
4 Common Mistakes 360 Degree Feedback Programs Make
360 degree feedback programs can be useful as they provide rounded perspectives on employees. However, very often, the problem with 360 degree feedback programs is that they fail because of a few glaring oversights on part of the people who carry them out.
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4 Articles About 360 Degree Feedback You Should Read
If you are looking for a primer on 360 degree feedback, then this is the article for you. I’ve put together a list of 4 articles that deal with the 360 degree process from start to finish and should help you understand the process better.
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How To Give Constructive Feedback In The Workplace?
In a workplace, feedback plays a vital role. It is immeasurably powerful because it can change the course of things, make someone work harder; improve a product or a software. Without feedback, we’d be blind to faults, be they in ourselves, our products or our views.
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4 Employee Motivation Ideas That Can Backfire
Want to motivate your employees? That’s fantastic. You have some employee motivation ideas you want to utilize? Hold on a bit.
Employee motivation ideas can be an amazing way to increase employee engagement, but sometimes, even the best-laid plans can blow up spectacularly in your face.
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The Cost of Employee Disengagement And How You Can Prevent It
Some statistics’s are scary to peruse. [Note: This poll is US-specific] As are some articles and reports, especially ones which are concerned with employee engagement or disengagement. They tell you how costly employee disengagement is. They tell you what are the no.1 causes of disengagement.
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5 Questions To Avoid In An Employee Engagement Survey
Our previous article 8 Steps To Effective Employee Surveys focused on how employee surveys help your employees engage better and build new organizational strategies. But before you proceed, take heed of the questions you should not include in an employee engagement survey.
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5 Idea Generation Techniques That Your Employees Can Use
In the lifecycle of an organization or a product, there are inevitable ups and downs. The key is to get past those downs, preferably through the application of innovative ideas. Normally, your first instinct might be to call in a consultant. But before you do give your employees a chance.
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How To Motivate Employees In The Workplace
Reading literature on how to motivate employees in the workplace tells you exactly how to do that. But what it does not tell you is why motivation is important.
Why is it so important that in workplace psychology, there is a huge body of work devoted to workplace motivation alone?
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6 Employee Motivation Ideas To Get Most Out Of Your Employees
In order for employees to be engaged, they need to be motivated first. But motivation is not something that employees alone need to do. Motivation also needs to come from external forces, such as bosses and managers too.
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The Cost of Employee Disengagement
Employee disengagement is the silent killer that falls in any organization. It might sound dramatic, but it’s true. Disengaged employees leave the organization, eventually. As per recent research by SHRM, organizations lose about $5000 every time an employee leaves.
What is employee disengagement? It is a phenomenon where employees don’t feel any sense of allegiance or commitment to an organization. They are often disinterested in their work and don’t really care about organizational goals, values, vision, or mission.
Engaged employees are employees who are active within the organization. Disengaged employees are not. So what is the cost of employee disengagement and how does it kill an organization? Read on to find out.
1. Decreases The Morale of Others
To put it bluntly, a disengaged employee is a bad apple in a basket of shiny, red apples. Some disengaged employees keep to themselves. Others tend to drag the people around them down with them by disrupting them, feeding them manipulative ideas, and in general, being unhelpful and difficult. One disengaged employee might create another 3 to 4 disengaged employees.
Also Read: Performance Reviews: A Manager’s Guide
2. Disrupts Workplace Harmony
Engaged employees can make an organization hum. Disengaged employees can throw a spanner in the works. When the harmony in a workplace disrupts, an employee’s output and productivity can drastically decrease. Employees cannot focus on the work at hand, which in turn influences an organization’s overall productivity.
3. The Organization Stagnates with Employee Disengagement
Engaged employees are constantly innovating and coming up with alternative ways for the company to move ahead. Disengaged employees do the exact opposite. They are completely cut off from their organization’s values and objectives and have nothing of value to offer. When there are no new ideas or innovations on the horizon, an organization stagnates and falls behind.
4. Unhappy Customers
Disengaged employees will not help customers or get you new ones. When customers do not feel appreciated or do not get the help they are seeking, they tend to become unhappy. And unhappy customers do not stay with organizations that make them unhappy. They will move on to other organizations that treat them better.
Also Read: 3 Simple Tips To Manage Your Remote Team
5. A Drop In Profits
Disengaged employees are costly. And tend to be a drain on a company’s time and resources. Unlike engaged employees who are invested in not only their careers but even the well-being of the company, disengaged employees do not care. They have no interest in the company and they are content to put in the least possible effort, therefore seriously affecting an organization’s performance.
For the longest time now, employee engagement has been a corporate buzzword. Organizations tend to throw it around without realizing that there is another aspect to it too – that of disengagement. Disengaged employees are extremely harmful to an organization’s health, and it’s time that organizations take stock of the problem and figure out ways to fix it.
How do you think employee disengagement can be reduced? Please share your thoughts with us!
How can Engagedly improve employee engagement at your organization? Request a demo today!