10 Most Difficult Obstacles to Successful 360-degree Feedback
—and How to Conquer Them
Are you using 360-degree feedback in your organization—or are you thinking about it?
Think about this: Do the results and information you get from the 360-degree feedback process justify the time and energy you and your colleagues put into it? Is it something you dread—or something you look forward to?
How are you checking to make sure the information you’re gathering is accurate—and that only the right people see it? Are you protecting people’s privacy? Do you need to customize, or is an off-the-shelf evaluation good enough for your process? Should management be involved?
How will you use this feedback to fuel employees’ individual development? Should it be used alongside a performance review or in place of it?
You have questions—Dale Rose has answers. There are 10 most common pitfalls to conducting a 360-degree feedback—mistakes that HR expert Dr. Rose has seen time and time again in consulting with clients. And now, he offers his best remedies for each of those 10 common mistakes.
Dr. Rose will share his expertise from nearly 20 years of customizing employee feedback systems, as well as some exciting and unexpected findings from more than a dozen studies conducted by 3D Group about how best to design your 360-degree process.
Dr. Rose will use data from this study and from his own experience to answer essential 360 questions:
- Should a person’s boss receive a copy of the feedback report?
- Should open-ended comments be screened for profanity or other inappropriate content?
- Should a company use a pre-validated 360 tool off-the-shelf, or should they customize their own survey?
The answers that are right for you and your company may surprise you. The 10 biggest challenges HR managers face fall into three broad categories:
- Content decisions
- Implementation options
- Organization challenges
Section one will focus on issues related to survey content, such as what is appropriate for what you want to get out of the survey, rating scale options, and how to handle open-ended responses.
Section two will address three implementation issues that can have a dramatic impact on the quality of the feedback you gather, including technology and procedural decisions.
Finally, Dr. Rose will look at the pros and cons of using a 360 with the annual review process, as well as organizational buy-in and educating leaders on how best to use (and not abuse) 360-degree feedback.
Sign up today for one of the most complete examinations of the 360-degree feedback process. Dr. Rose has not only done a lot of work to consider 360-degree feedback from many different organizational perspectives—he’s got research to back up what works and what doesn’t.
Reserve a line for you and your team today, and save yourself from falling victim to one of the 10 most difficult obstacles to successful 360-degree feedback.
- Do companies use 360 feedback for development only or do they use the results to decide pay and promotion?
- Should top management be involved in designing the 360-degree process? If so, how do you involve them?
- Should you customize your survey?
- How can coaching fit with 360-degree feedback?
- Which technology is best for administering 360s?
Dale S. Rose, Ph.D.
Dr. Rose is the president of 3D Group, a California-based consulting firm he founded in 1994. He is a nationally recognized expert in 360-degree feedback whose client work and research center on how employee feedback can best be used to improve leaders and organizations. In addition to his extensive work customizing employee feedback processes, Dr. Rose has authored over a dozen commercial assessments for identifying and developing talent. Dr. Rose has taught undergraduate courses ranging from statistics to group dynamics and is currently adjunct faculty in the psychology department at San Francisco State University. He has also written book chapters and published articles in academic journals, including Journal of Organizational Research, Current Psychology, Journal of Business and Psychology, Journal of Educational Research, and Evaluation Review. Dr. Rose writes regularly on 360-degree feedback and effective leadership practices in his blog, 360degreefeedbackblog.com
Dr. Rose’s coaching clients have come from a wide range of companies, including the Bill and Melinda Gates Foundation, DoCoMo Laboratories, First Franklin Financial, Health Concerns, NORCAL Mutual Insurance Co., Select Comfort, and Stanford University. He received his doctoral degree in industrial and organizational psychology from Chicago’s DePaul University with a minor in organizational effectiveness technologies.
As an advisor to leaders for nearly 20 years, Dr. Rose brings a deep expertise in organizational and individual effectiveness to his coaching. He coaches leaders to achieve their goals by focusing them on practical behaviors that generate tangible results. The best leaders articulate a compelling organizational vision and create a high-performance culture that allows employees to achieve that vision. To attain these goals, leaders who work with Dr. Rose learn to communicate with impact, engage employees, empower their team, and inspire their peers.
This program has been approved for 1.5 recertification credit hours through the HR Certification Institute. For more information about certification or recertification, please visit the HR Certification Institute website. The use of this seal is not an endorsement by HRCI of the quality of the program. It means that this program has met HRCIs criteria to be pre-approved for recertification credit.
Who Would Benefit From This Program:
- HR Managers
- HR Directors
- HR Professionals
Why an Audio Conference is Right for You:
- Fast, convenient learning without any out-of-office time lost.
- No travel-related expenses or complications.
- The perfect way to train as many employees as you like.
- 100% Guarantee: If you are dissatisfied, you are entitled to a complete refund.
Audio Conference Formats Explained
- Audio Conference CD Only: $229.00 (includes S&H)
Length: 1 hour 30 minutes