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5 Ways Managers Can Ruin Performance Reviews
If you’re not getting good feedback from your employee reviews, the problem might not be on the employee side. 360 employee feedback
can give you all the information you need.
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But if you’re not using the info the right way, everyone’s time is wasted.
Here are 5 things to avoid.
1. Ask the wrong questions:
360 employee feedback comes with lots of options in template questions. There are lots of good ones to choose from, but they’re not ALL for you. Be sure to work with your managers and HR staff to choose the questions that work for you.
2. Ask the right questions too often:
Many questions ask the same thing. So don’t double up. Your employees can quickly pick up on repetitive questions, which can cause them to become bored or disinterested. This obviously hurts the answers.
3. Not enough focus on the good:
When presenting the 360 employee feedback findings to each employee, don’t forget to spend enough time talking about the good work they’re doing. Even if they need a lot of work too improve, employees that feel lambasted are less motivated to improve.
4. Truth-shifting:
You’re not doing anyone any favors by presenting anything but the unfiltered truth from these appraisals.
Making things seem better or worse than they are defeats the purpose of 360 employee feedback. So don’t gloss over the findings, on an individual basis or for your entire organization.
5. No follow-up:
This is probably the most important step. Giving your employees areas to improve is meaningless, unless you give them a clear plan of action, while gauging their progress along the way.
If you have any questions about how to use 360 employee feedback to improve your yearly reviews, please don’t hesitate to contact us.
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