If 360-degree feedback is linked to an annual appraisal, ... The Thin Book of Naming Elephants: How to Surface Undiscussables for Greater Organizational Success. Thin Book Publishing Company, 2004.

But there’s another feedback tool that could be even more helpful to your career development: 360-degree feedback. Here’s an example. “Bob” was a marketing manager who aspired to move into ...

360-degree feedback involves collecting input from an individual’s peers, direct reports, managers and sometimes even clients. Typically, the feedback is anonymous (except for the boss) to ...

Performance reviews shouldn't just be annual meetings – they should be opportunities for development and coaching.Shockingly, only 52 percent of companies conduct annual performance reviews.

360-degree feedback systems are a 20-year-old HR fad that needs to die, as soon as possible -- Liz Ryan spells out why.

The comprehensive performance appraisal system, 360-degree feedback, provides employees with feedback from people all around them in the organizational hierarchy: supervisors, co-workers and ...

GM had a "my life sucks" culture, so doing a 360 degree feedback survey would be meaningless, even dangerous, in this situation. Of all business environments, 25 percent are at this level (which ...

360-degree feedback software works best with the Objects and Key Results (OKR) framework, development paths and engagement surveys. As such, these platforms must integrate perfectly with these ...

360-degree feedback/assessment gives many different stakeholders the opportunity to assess the performance of an organization, a team or an individual. The Business Journals.

THIS TIME OF YEAR, managers are in the midst of annual job-performance reviews. Many companies are sold on the latest fad: "360-degree" feedback. It's a dubious tool. Under this system, employees ...