feedback, trends & the impact on 360 degree reviews
TRANSCRIPT
Feedback, Trends & the Impact on 360 Degree Reviews By: David Perks On: 2nd February 2016 @ 13:00
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Feedback trends & the impact on 360o reviews
Pay Compliment is a new style of platform for the easy exchange of feedback via schedules, requests & public profiles
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Survey Q1
Are you planning to change the way you approach performance reviews and in what timeframe?
a) Completed a change already
b) Change underway
c) Within the next 12 months
d) Within 12 – 24 months
e) Not planning to change
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Abandonment of annual performance ratings is predicted to cross the chasm in 2016-17
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The new way to manage performance is at a tangent to traditional 3600 feedback processes
• In the moment feedback
• No Ratings
• Coaching to develop vs appraisal of past
• Unstructured/Individualised check in’s
• Self managed or leader led
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• Periodic process (often annual) • Based on rating scale against
competencies or criteria • Based on past performance • Structured/Standardised • HR led
3600 Norms
Evolving Norms
Survey Q2
Who do you think is most responsible for ensuring that sufficient feedback occurs for high performance?
a) Managers
b) Individuals (self)
c) HR
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Technology has created the expectation that we can freely share views. Socially we are hyperconnected for feedback
Any place
Any time
By Anyone
Over Any observation
In Any format
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Characteristics of Hyperconnected 360o Feedback
Implications to organisations
> Readiness
> Competency
> Compulsion
> Technology
> Governance & Reporting
Gain consensus on the value of feedback to you
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Marco
Polo
Polo
Polo
What are our objectives? Are we moving in the right direction? Are we working well together? How close are we to our targets? Are we learning?
Are we having fun? Are we playing by the rules? Are we improving? Are we valued? What’s coming next?
Readiness Competency Compulsion Technology Governance
Baseline and Expand Feedback Comfort
Zones
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You
Your Manager
Your Team Mates
Your Team Mates
Your Team Mates
Your Supporters
Your Mentor(s)
Your Customers
?
Readiness Competency Compulsion Technology Governance
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Feedback Variant Certainty Options Reputation Equity “The executive summary in your report is not as compelling as the one that Rob wrote recently, please redo it by adapting his, then let me see it again.”
The tone of the feedback makes me think there could be negative consequences later. This makes me feel defensive and protective. Since the feedback is not precise about the issue, I don’t have certainty that I can adequately resolve it
Options have been removed by being prescriptive about the way I am to act on the feedback.
Direct comparison to Rob creates a threat to my status irrespective of if Rob is more senior or experienced than I am. Needing to resubmit my work (potentially for more criticism) can light up the same brain circuits as physical pain.
I’m questioning did Rob have the same time pressure, competing priorities, levels of complexity to summarise, and a difficult client? Are we being evaluated by the same rules?
“You know the elements of a compelling executive summary. Can you have another look at this and make sure they’re all covered? This report will be your best yet after you’ve fine-tuned the summary and we’ve had another quick review.”
The steps to acting on the feedback are clear, and there is already confidence that I can meet expectations Being included in the subsequent review lessens the threat of uncertainty
It’s left to me to go back and check off all of the elements, and to include and improve anything that needs it
My value is recognised and it’s acknowledged that I have the required skills and experience to make good on the issue. Having the opportunity to beat my own “personal best” is likely to stimulate the reward circuitry of the brain.
I’m being compared to my own past performance and being coached on how to improve it – that’s seeming pretty fair to me.
The CORE model is referenced with kind permission of Head Heart + Brain (www.headheartbrain.com)
Readiness Competency Compulsion Technology Governance
Strengthen your CORE
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Rebekah was extremely knowledgeable, very
helpful, great personality, explained everything &
always with a smile … her assistance & patience
prompts me to acknowledge her & refer
her to my friends who need the same assistance
that I did. Thank you.
Rebekah works in the Electronics Department of Target in Selinsgrove, PA, United States
Your customers may be better at this than you are, use their stories to
inspire others
Readiness Competency Compulsion Technology Governance
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Readiness Competency Compulsion Technology Governance
Feedback has more than 2 flavours and a use by date
Survey Q3
Have you given or received actionable feedback so far this year?
a) Given Only
b) Received Only
c) Both given and received
d) No feedback yet
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Readiness Competency Compulsion Technology Governance
Every touchpoint is an opportunity to advertise for and invite feedback
Hi, I’m your bartender today.
How did I do?
Please leave me feedback at: www.paycompliment.com
CRASH1
Crash Test cleaned your room today.
Leave them feedback at:
paycompliment.com/CRASH1
You were checked out by Crash Test.
Please leave him feedback at: www.paycompliment.com/CRASH1
You were checked in by Crash Test.
Please leave him feedback at: www.paycompliment.com/CRASH1
Invoice
Pulse Only
Praise Only
Gamified
Goal Centric
Incentivised
Fake 360
Anti-social
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Readiness Competency Compulsion Technology Governance
With so many product choices what are the gotcha’s?
Non-inclusive
Anonymous
Rewards Based
Competitive
Rigid Scheduling
Inflexible Reporting
Intermediated/ Aggregated Feedback
Set up fees
Starting price
Data ownership
Lock in
Vendor Support
Continuous feedback requires continuous governance
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• With check-in’s you can lose management visibility but you don’t have to
• Just replicating traditional reporting is a missed opportunity
• Both activity & quality can become easier to measure
• Use AI and BI for analysis if you can
• Try linking faster reactions to better business performance
• Split test feedback requests to see if you gain more insight from stories than surveys
Readiness Competency Compulsion Technology Governance
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Readiness Competency Compulsion Technology Governance
Analysis of feedback can lead to fresh insights
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mustard "Whats the problem?" toilet paper Egg McMuffin Shift Leader drive-thru pickle Nov.7,2015 256 303-8256
Jamie ordered SALT Nov. 21 Travis Brooklyn hamburger orders Adam drive thru "If I had washed my hands?"
I window fries order coffee managersandwich restaurant McDonald McDonald's employees Mcdonalds
drive - thru old.my salad work you guys Kara Christopher Danielle breakfast employee the menu
Readiness Competency Compulsion Technology Governance Se
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Analysis of feedback can lead to fresh insights
A 100 year history of Performance Management will not change overnight – Continuous Feedback is additive
• Trial in parallel with current periodic review practices • Start small & expand – you know you’re winning when it becomes viral • Experiment with best practices & make small adaptations to match your goals • Tailor your approach (and templates) to region, workgroup or down to the individual • Work with communications team to put feedback to maximum use • Analyse and find insights that yield performance advantages for the people and business
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Continue the conversation
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