|
|
Like this article? PLEASE +1 it! |  |
|
Is there a place for Multi-Rater Feedback in the Selection Process?
| Guest post by: G.J. Miller |
Article Overview: Also known as 360 degree feedback…most people would automatically say ‘no’ – but let’s think about that for a few minutes.
 |
Free Download - Achieving Organization Effectiveness By G.J. Miller |
Is there a place for Multi-Rater Feedback in the Selection Process?
Organizations select people for all sorts of things. They select new hires, they select for internal promotion, leadership/management roles, and key project management. They also select those who will get the biggest raises, those who will get development opportunities, those who are 'fast tracked' on a succession plan and those who will receive part ownership or stock options and stock.
WOW. There are a lot of processes that should include some sort of serious thought in an employee's career that are well beyond the hiring stage. And, many of those have more than a ripple effect within the organization.
So, why are these things left as decisions to be made 'on the fly' or by the select few for a 'select few'? If you consider the positive and negative impact, as well as the financial impact, of all of these decisions, should there not be a program that allows for consistency? Better still, wouldn't you, as an employee, like to think you had overcome a meaningful hurdle in a race where all employees had access to the game and knew the rules?
Right about now you are thinking - whoa....that's either a big job or a lot of money! Not really. First I would suggest that the money you save from time wasting politics, poor criteria or poor decision making without something in place, would more than adequately cover a consultant's time. Then I would tell you that the sooner an organization does this in its growth stages, the easier, and by far, less costly, it is.
Companies that understand their core values and the behaviours consistent with those values are able to build these into every people process in place. Select for those behaviours and reward those behaviours - and voila! You have a culture. I worked with a management team that had to turn an organization around from red to black, change the mindset, add a benefits plan, re-do policies, change some people and increase staff by 50 within 2 years. The long story short, we did it and the key was hiring, and rewarding, for the right technical skills and behavioural skills. Then weaving those skills into every "selection point criteria" we noted above. Promotion, internal project teams, the biggest raises, development opportunities, 'fast trackers' for the succession plan and those who received part ownership in stock options and stock. The latter was by far the most creative!
Everyone knew the rules of the game and understood the process. For every selection point, we referenced their job performance and the results of their 360 feedback - from reception to C Suite. It was a thing of beauty and that organization just hummed! Oh - and why do I say "the sooner the better"? Because a change like this in mid to large size established companies would take far more than 2 years and cost much, much more; turning a juggernaut around, as it were. And success, real success, without top down commitment, can be illusive.
Executive Coaching
Help Me Keith: My Feedback Makes People Defensive!
7 Tips for a Positive 360 Feedback Experience
Basic Feedback Should Be BASIC
Brevity and Clarity
|
About the Author: G.J. Miller RSS for G.J.'s articles - Visit G.J.'s website The PartnerFirm's Human Resources Consulting Group has a unique business perspective, which combines leading edge HR concepts and bottom line business requirements. We believe leadership has the single largest impact on the success of a any company. The unique programs and tools designed or delivered by The PartnerFirm, are always focused on strengthening leadership and organization capabilities. The PartnerFirm has developed a unique Leadership multi-rater feedback assessment as well as Early Career and Senior Leader Development Series. Our comopany supports small organizations without HR and in larger organizations we partner with the Executive and HR Teams to develop and deliver programs. From policy development to strategic planning, succession planning and leadership development - we have the experience. Gay Miller is the founder of The PartnerFirm Inc. She is a professional speaker and has had several articles published on topics related to Human Resources, Leadership and Values. During her career, she built HR departments from the ground up both nationally and internationally. At the Corporate level she managed 11 HR professionals in 9 countries. Easily transitioning the divide between strategic and tactical levels she is known for her ability to quickly assimilate information and provide business oriented solutions. www.thepartnerfirm.com info@thepartnerfirm.com 905-543-0681Click here to visit G.J.'s website   Performance Improvement Plan Exit Interview Document Human Resources Checklist Reference Check Form |
Related Forum Posts
Re: How Important is Feedback in eBay?
- Feedback is VERY important to me when purchasing on eBay and similar sites. If they don't have several transactions and a 100% feedback (or close to it) then I most likely will not purchase from them.
Subject Line Etiquette
- For myself, it's not so much "etiquette" as common sense.
If you're emailing someone with a business offer or to strike up a relationship, you do not put "Hello" or "Hi" or something cryptic in the subject line.
You make it clear what your email is about - just as you would on a message board.
So instead of "wff" for example, the guy who emailed me a couple of days ago should have said, "Feedback on Your WFF Article" - so that I would have known what it was about without having to look at it and try to think...
Re: Hello
- Hello and welcome!
I don't know much about registering a business because I've always been with someone else who did it for me, but I do know that laws change from place to place so you may want to go to your city hall to gather the information. I know several people hear will be able to help you more than I. This is a great place to get information such as what you are looking for. Best wishes in your new business!
What’s your opinion about working form home
- In my opinion doing a full time job from your home sounds pretty cool but does not have a good credibility. I feel that doing a job in an office or working in a specific office place is the real thing. You should not make your home place also an office place. You may share your thought of view on the above mentioned topic.
The best place_
- Hello. I’m looking for a serious place to learn…I don’t want to lose my time. I think this place could be the correct one.
Share this article with your friends. Fund someone's dream.
Leave a comment below or share on the left and you'll help support entrepreneurs in Africa through our partnership with Kiva. Over $50,000 raised and counting - Please keep sharing! Learn more.
by: 
4 Building Blocks of an Effective Talent Management System
Simon Fuller Quotes
Lesson #3: “Tell ‘em quick and tell ‘em often”
Searching for the Stars: How Yang and Filo Took Their Business to New Heights
Salesperson Wimp-Out: I Need Help 
Get advice & tips from famous business
owners, new articles by entrepreneur
experts, my latest website updates, &
special sneak peaks at what's to come!
Are You My Mentor
Fighting the Saw-Tooth Affect
Web Design in 30 Minutes - Can this be Right?
Email us your ideas on how to make our
website more valuable! Thank you Sharon
from Toronto Salsa Lessons / Classes for
your suggestions to make the newsletter
look like the website and profile younger
entrepreneurs like Jennifer Lopez.