Are your employees truly engaged at work? Gallup reports that only 32% of U.S. workers were engaged in 2015, and even more startling, only 13% of workers worldwide were engaged. Harvard Business Review states that since 2000, less than one-third of U.S. workers have been engaged in their job. Clearly this is an ongoing problem that cannot be ignored. Unengaged workers underperform in comparison to their engaged counterparts, they negatively affect the company’s bottom line, and they're willing to leave at anytime for a position elsewhere that promises more engagement.
Did you know that 360 degree assessments are a great tool to use with your managers?
It’s easy to think that these assessments are only for lower-level, non-managerial employees; however, there’s a subsection of assessments made expressly for the managers in your organization.
In fact, it can be argued that 360 degree feedback may be most needed by your mid- and upper-level leadership.
As we charge through the age of analytics and instant feedback, many old systems, tools and processes are falling by the wayside.
The standard annual performance review is one of the victims being claimed and, for many organizations, it’s being replaced by a solution called the 360 degree performance appraisal - also known as a performance review.
Strong leadership is essential for the success of any organization. Research shows that direct leaders bear the greatest influence on their organizations.
Gallup says 70% of employee engagement is due to this "Manager Effect." Other studies show that 50-70% of employee perception of their workplace climate is due to behaviors and actions of their leaders.
Every company needs effective leaders throughout the organization, but that importance is often overlooked. It is ironic that businesses will often choose successful projects that hinge on strong leadership over the cultivation of those leaders.
It is important to develop a successful leadership development program that will strengthen current leaders and provide a clear pathway for potential leaders to learn and grow.
Questionnaires, assessments, evaluations and skills tests abound in every industry, for every purpose and for almost every phase of an employee’s career.
Generally, we write for business owners and human resources personnel. Not this time. This article is for people searching for a promising job or who want to move up the ranks in their current company.
Every supervisor should consider how to best evaluate their employees. For most, you probably can't help but think about it.
But the next step is actually going about it.
Once you embark on a deliberate program of assessing your employees, questions will begin to arise:
- Will the evaluation be a numerical rating scale?
- Do you want your employees to have more of a formative observation with feedback?
- Will your organization’s employee evaluation be a performance appraisal?
- Are you evaluating an employee on a specific event?