TSI Blog

360 Degree Feedback – What’s It All About?

February 27th, 2014 by Alison McKinney | 1 Response

360 degree feedback has a few different synonyms, for example, multi-rater feedback, multi-source feedback, multi-source assessment or panoramic feedback and is a type of employee survey.

360 degree feedback is a technique and a tool that affords each employee an opportunity to obtain feedback from their manager, peers, co-workers, representatives from other departments and sometimes customers and suppliers. They are normally carried out hand in hand with an individual’s staff appraisal and allows each individual to understand how effective they are as an employee and how they are perceived by others they work with.

Unlike traditional evaluations, 360 degree feedback nurtures an atmosphere of teamwork and trust. Working together, employees commit themselves to complete honesty and help each other achieve an understanding of their performance and actions. This experience, particularly when appraisal results are encouraging, can build trust among colleagues to foster high-performance teams and effective and successful organisations.

The main reason why organisations use this … read more »

The key to building trust with your staff … trust them

April 30th, 2013 by Jaime Johnson | 2 Responses

Gaining trust in any relationship is always difficult. But, forgive me if I sound a little trite, surely the key to building trust with your staff is simple, once you have the basics right, you need to put your trust in your staff.

“All the world is made of faith, and trust, and pixie dust.”
― J.M. Barrie, Peter Pan

I know that this isn’t easy (and a lot will depend on your personality type) but if I put an alternative spin on the topic you may feel differently:
How about if I had titled this blog: Less than half of employees trust senior management or High trust organisations are nearly 300% more profitable than low trust organisations? There is much research out there showing the impact that trust can have on the bottom line – and if you think about it the equation TRUST = SPEED = PROFIT makes all sorts of economic sense.

“The best way to find out if you can trust … read more »

Wiff Waff and the link to 360 degree feedback

March 26th, 2013 by Gary Cattermole | No Responses

I have a confession to make…I love table tennis (or Wiff Waff or, Ping Pong!).  It’s a sport I’ve played for many years and get a great deal of satisfaction from and I’d go as far as to say that I’m a half decent player.

Recently I entered three local table tennis tournaments, playing in a number of events.  Sadly, I didn’t win any and for two out of the three tournaments I wasn’t at all happy with my game or performance.

What’s up with my game?

So, like any self respecting person wanting to improve their game, I solicited feedback from my team mates and other players who I respected.  Now, I should well know that when you ask for feedback, you should be prepared for anything – well I got it!  There was some fantastic feedback about how I could improve my game, some was obvious and some less so but there really were some things in there that I had … read more »

What’s the secret to being an engaging manager? A focus on the individual.

March 13th, 2013 by Jaime Johnson | 2 Responses

A focus on an individuals objectives, development and opinions are the three most common traits of an engaging manager, according to business executives.

Why is it important to have an engaging manager?

Its good for our health!

Much of the discussion and evidence around employee engagement centres on the performance improvements that can be gained for the organisation, but what of the individual?

As individuals we spend most of our time at work and interacting with our line manager. The quality of the interaction between line manager and staff has an impact outside of work on our personal health and wellbeing (consistently working with a disengaging manager has been shown to increase our risk of heart disease by 30%).

A line manager provides the lens through which the employee views the organisation. Part of their responsibility is to motivate people behind a vision in order to deliver the goals; to engage employees but do they need to be engaging?

Last month we asked executives to share … read more »

Do you really get honest feedback about your managerial skills – 360 degree feedback could provide what you are looking for

February 20th, 2013 by Gary Cattermole | No Responses

The reality is that as you move your way up an organisation, you’ll receive less and less honest feedback, be it about yourself or your performance.  This is not overly surprising given that people can often find it difficult to give genuine open and honest feedback to a manager when asked face to face.

When we have responsibility for managing a team, we like to feel we are being a great manager, one who respects their team members, supports and challenges them in equal measure and creates an environment where they can give their best.  The reality is sometimes different.  The Daily Muse posted an article back in September that I felt was insightful, it picked up on three things to watch for:

  • They Act Like You’re Not There;
  • They Don’t Keep You in the Loop; and
  • They Don’t Play by the Rules.
  • We’ve been told time and again that 360 feedback has been incredibly helpful, in fact to some, it … read more »

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