随着企业开始对恢复正常（或新标准）操作思维，员工的经验，就必须解决一个方面就是绩效考核。每一个组织会做不同的事情。例如，Facebook is eliminating the performance review for the first half of the year并给每一位员工$ 1000的奖金。但约360反馈（又名多方位）的评论是什么？这是这位读者注意的是什么。
Sharlyn, I’d love to hear your perspective on conducting employee reviews in the midst of the COVID-19 Pandemic? We conduct 360 feedback reviews and it feels insensitive at the moment to ask staff to evaluate their peers. (e.g. “I don’t like giving an honest (bad) review right now about a co-worker because it feels inappropriate, especially when humanity is supposed to be banding together”.)
在解释360度反馈评价的目的。360反馈审查从性能不同ppraisal and it’s important that reviewers understand the difference between them both. Performance appraisals are generally conducted between the employee and their manager and typically focuses on the employee’s achievements and end-results. And, more often than not, the appraisal has a direct impact on compensation (getting a raise or a promotion).
On the other end, the goal behind a 360 feedback review is to get a better sense of an employee’s skill set by evaluating things such as their communication, leadership and teamwork abilities. The feedback provided will serve to create a self-development plan that will help the employee grow professionally and personally.
Even when someone receives proper training, I can see how an individual might be apprehensive about sharing诚实但negative反馈。什么是一对夫妇的事情，企业可以与有关提供负反馈审稿分享？
[Dominguez Martin] It’s important to phrase negative feedback in a constructive way and stick to facts or events, not personal feelings. Train your employees to wear the ‘coaching hat’ and recognize the end goal is to help the other person improve. So, what type of feedback will help this person grow? Provide useful tips to help them do a better job in that area.
[Dominguez Martin] There are many factors that can impact an employee’s performance and behavior on a regular basis. Employees can experience anger, anxiety, and stress from their personal life or work environment. Sometimes as a manager you might be unaware of these things. A 360 feedback review will help you see if your employee is having difficulties, and this can help you start a conversation with them. You’ll be able to work together to create a better development plan and review their workload if necessary.
Given what’s currently happening in the world today (i.e. COVID-19), what are you hearing in terms of organizations conducting reviews right now? Are most organizations moving forward with the process or postponing it for later in the year or maybe something else?
[Dominguez Martin] It really depends on how COVID-19 impacted your business. If your business is doing okay, and people are not at risk of losing their job, you should continue conducting reviews. However, it’s important that you adapt the process to your new reality. We’ve seen most companies shift their activities and have their employees work from home. This of course can impact the work dynamics and you might want to adapt your questionnaire and process to reflect this new reality. Consider changing or adding questions in your 360 feedback review about new competencies that are more valued now than they were before. You should also be more proactive at getting and providing feedback to employees as most of them are getting less in-person interactions and feedback than before.
Don’t forget that a 360 feedback review is a tool used to create a self-development plan. So even if goals and expectations have shifted, this should not impact your 360 feedback review.
I want to thank Gabriel for sharing his time and knowledge with us. If you want to learn more about using 360 feedback tools,check out their blog。
Image captured by体育app亚博 同时探索劳德代尔堡，佛罗里达州的街道10