Peer Feedback emPerform

How to Give 360° Feedback to Your Peers

Feedback is a vital component of a productive workplace. In the past, feedback has been mostly limited to owners or higher-ups commenting on the performance of those they manage. However, more managers are now embracing the idea of the 360° feedback concept, where peers are encouraged to give anonymous feedback to those they work with.

Some team members may be uncomfortable with the thought of reviewing their co-workers. However, according to a recent survey, 72% of employees thought their performance would improve with the help of feedback. This means that your team wants and needs the information given in a review to become better employees.

If you plan to utilize 360° feedback in your workplace, understand that your employees may be hesitant at first. Reassure them that their feedback is anonymous and confidential. Once they realize their feedback will not lead to resentment or harmed relationships, they will be more open to participating. Here are some suggestions that will help your team give useful, beneficial feedback.


Be Honest, Yet Kind

There is a difference between being honest and being mean. When you are honest and constructive, it means that actions are being reviewed, not people. Encourage your employees to point out areas of improvement, but don’t allow them to critique character or personality. Keep in mind that most employees are motivated by positive feedback from their peers. Make sure to remind your team members to balance the good with the bad and find ways to bring positivity to their statements.


Don’t Go Overboard

It will be tempting for your employees to talk about every single aspect of their co-workers’ performance, especially in the beginning. However, too much feedback is almost as bad as no feedback at all. Encourage your employees to be specific and point out a few of each of their co-workers’ best attributes as well as one or two areas that could use improvement.


Provide Examples

Help your workers give detailed, complete feedback by asking for examples. It’s one thing to say, “Sally never seems motivated to help out on projects,” and quite another to say, “When working on group projects, Sally misses meetings and is often on her phone while others brainstorm.” The first is vague and unproductive, while the second is specific and can lead to actionable solutions.


Focus on Your Feedback, Not the Results

When you first start utilizing 360° feedback in your workplace, it’s important to set expectations. Employees might start feeling resentful if they don’t think their feedback is being acted upon by management or their co-workers. Make sure they focus on the importance of giving good feedback and try to release expectations of how it will be used. When they focus on the part they can control, they’ll be motivated to continue.

Do you give your employees the amount and type of feedback they need to succeed? About 65% of employees in a recent survey said they wanted more feedback, so don’t be afraid to incorporate more of it in your workplace. Showing your employees the value of 360° feedback and how to best give it results in higher morale and a happier team.


If you would like help collecting and reporting on 360° peer in your organization, take a look at emPerform for integrated 360° reviews, ongoing 360° feedback using tag, and 360° client surveys.

Driving Employee Performance through Year-Round Painless Performance Conversationsmarni webinar
Date: Wed, June 18th, 2014
Time: 1:00 PM EDT

Conversations transform organizations and entire organizations suffer when leaders fail to have continuous conversations that drive performance improvement.

Join us for this practical and interactive webinar that will offer real-life, tangible solutions and tools leaders need to tackle critical workplace discussions with confidence.

marni green Based on her new book, Painless Performance Conversations:
A Practical Approach to Critical Day-to-Day Workplace Discussions, author Marnie E. Green will give us a step-by-step, “here’s what to say” solution to tackling your toughest performance discussions and how to keep them going year-round. Through this session you’ll receive actionable tools you can apply immediately to transform your organization into one that is performance-driven and results-focused.

All attendees will be entered into a live draw for 5 copies of Marnie’s new book!

We hope you can join us for this exciting event!

Year-Round Performance Feedback at Your Fingertips:

Looking to give managers and employees the tools they need to engage in year-round performance conversations? Get started with a free trial of emPerform’s award-winning performance management software; including ‘tag’ for real-time feedback.

This webinar has passed and is available for viewing here:

approved_forThis webinar has been approved for 1.0 HR General recertification credit hours toward PHR, SPHR, and GPHR recertification through the HR Certification Institute. The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute’s criteria to be pre-approved for re certification credit.

targetGoal setting is a powerful process that has proven to increase professional results and employee satisfaction. Now is the time to create a plan, establish powerful goals that have a direct impact on company success, and begin the New Year with a clear motivation to turn a future desire into a present reality.

Join CRG emPerform and host, Dawn Kohler, President of The Inside Coach, as we explore:

  • How to create the right goals for the right reason
  • How to word motivational goals
  • How to make a goal a reality
  • How to adjust a goal for greater impact

Who will benefit?
Managers, supervisors, team leaders, HR managers, or anyone else who would like to set effective goals for 2013. Sign up for this powerful and informative webinar today!

Registration for the live event is no longer available but fear not! The video has been archived and is available for download here.

talent management in healthcareThere’s little question among economists and staffing trend-followers about the current booming state of the healthcare industry. And industry insiders seem to agree that while demand for health care services escalates over the next few years, the availability of open positions in the field will continue to stay ahead of the number of available and qualified candidates. What factors explain these trends? What do these changes mean for HR and talent management professionals? Read More

take 10emPerform has teamed up with several noted industry experts to create a series of free Talent Management Webcasts. emPerform’s Take 10 Series  offers best-practice talent management tips and tricks for HR Professionals in easy-to-swallow 10 minute doses.

The field of HR is evolving at a record pace and HR Professionals are finding themselves taking the reins in uncharted territory.  With limited time and budget available for hands-on training, industry webinars are rapidly becoming a key source of timely and vital industry information. Although attending a traditional sixty minute webinar can be immensely informative, today’s HR Professional may find it difficult to stop whatever they are doing and attend the live hour-long session. For those who do attend, remembering and applying the contents of the presentation can also be challenging unless the recording and slides are made available after the event.

emPerform’s solution to this was to offer ten minute videos dealing with practical and specific information related to HR and Talent Management. These mini-webinars can be accessed and viewed anytime – making them perfect for Read More

It’s not hard for good managers to find reasons to praise their employees. After all, the company is built on their hard work, and they come in every day and throw their hearts into projects that make the manager look good in front of their bosses and shareholders. Most managers appreciate every hour their employees put in and every investment they make in company success.

But negative feedback is another thing altogether. For most of us, criticizing our employees takes years off of our lives, and we dread the moment when our face-to-face evaluation meetings turn in this direction.

If you feel this way at evaluation time, recognize that you’re not alone. All managers struggle with this task. (If they enjoy it, they’re terrible managers.) And second, recognize that negative feedback serves a Read More

21 Signs You Need emPerformWhat are you using for appraisals and performance management? Paper? Spreadsheets? Fax? A tediously formatted document that employees and managers don’t want to use? A makeshift in-house system designed by your IT department as an attempt to solve your appraisal nightmares? Nothing at all? Any of these answers wouldn’t surprise us.

Our close contact with HR professionals gives us access to plenty of horror stories. And too many of these stories are about outdated (pre-emPerform!) management strategies for appraisals and overall performance documents.

We admit we’ve seen some pretty crafty solutions, including meticulously formatted spreadsheet forms with umpteen versions floating around and some very ‘attractive’ and buggy intranet-based IT web forms. Over and over again, we see a focus on executing the process and very little time and focus left over for strategic performance management tasks and analysis. So what are some key indicators that it’s time to ditch your current processes and modernize?


21 Signs You Need emPerform


1. You answered ‘yes’ to any of the questions asked in the first paragraph.

2. You have to sort through mounds of file folders to find old appraisals (or even current ones).

3. Employees are using physical journals for documenting performance milestones or more likely – are not using anything!

4. Managers avoid you in the hall because they know you’re going to remind them once again to get their evaluations done.

5. You have different rating scales being used on different appraisals and then are forced to try to compare results.

6. Your company spends loads of time establishing strategic goals and for some reason, nothing is being translated into employee action.

7. You have no idea who the company stars are and definitely have no way of proving low-performance.

8. Your HR staff and department managers are experiencing communication and data sharing problems.

9. Your current system offers no cross-referencing capability.

10. Your current data just isn’t useful for any type of decision making.

11. Top management is demanding your voice in company decision making and your recommendations and insight into the current performance health of the company.

12. Employees and managers dread appraisals because the task seems tedious and not very valuable.

13. You have no way of using accurate performance metrics as a basis for fair and consistent compensation decisions and neither do managers.

14. Other than their own memory or some post-it notes, managers have no tools for employee goal management, monitoring, feedback assistance, journaling, competency management, or development planning.

15. Your company’s workforce is becoming larger and more spread out geographically, making it difficult to keep appraisals consistent and have them submitted on time.

16. Your competitors have been using an automated performance management system and are dashing ahead.

17. You know you want to start using 360 reviews for performance assessments but you just don’t have the right tools.

18. Having vacant leadership positions is costing your company far too much time and money.

19. You have a hunch that employee engagement is in the red but have no way of proving it.

20. You looked around for software to automate performance management but couldn’t find anything that was fully customizable to your workflows and content, allowed for hosted OR on-premise deployment, was easy-to-use and completely web-based, and had a price that didn’t make you gulp.

21. You want to automate the process of gathering data so that you can focus on analyzing and acting on it.


If you related to any of the points above, it’s time to get emPerform. We know…we get it…and we can help.


Get started with a free trial and we’ll work with you to get you started quickly and at a price that will have you regretting not updating your processes sooner.

footstepsNo matter the details of your data gathering process, the value of your employee review system can only be measured by its contributions to overall productivity. In other words, your reviews are only as good as your ability to follow through. Data doesn’t provide solutions. It only points the way. And data can only help us if it shapes actions that benefit the enterprise.

So what does this mean for those who make a living developing and refining HR protocols? How can masters of data collection make sure their skills are being put to optimal use? And how can HR professionals make sure that department managers are taking reviews to heart, following through on coaching plans, making performance improvement plans (PIP) work, and walking chronically under-performing employees toward the door?

If you know your review data is valuable and accurate, but you need to ensure follow-through, here are a few considerations to keep in mind after the review cycle ends.

1. Make sure managers are held accountable for employee performance. Under-performers are often kept on the payroll for a host of reasons; including their relationships with managers and the intangible benefits they bring to the office. But if managers can’t bring these employees up to speed or take coaching efforts seriously, it’s time for HR to intervene. Schedule regular meetings with managers who aren’t following through, and keep the pressure on. Don’t let measurable performance shortcomings slip through the cracks.

2. Make sure high performers receive every reward they have coming. Don’t allow managers to put off promises or conversations about promotion opportunities, and make sure the spirit of a reward matches the letter. Most important, make sure managers benefit when their employees shine. When coaching efforts succeed, the coach deserves some of the credit.

3. Make sure the pressures you apply and the PIPs you put into action after the review process are all backed up by measurable data. Talent Management Software systems like CRG emPerform can help to keep your performance records accurate, your facts straight, your criteria measurable, and your follow-through efforts on track.

changing impossible to possibleIn an ideal world, the hiring process would be so flawless and efficient that every employee would be perfectly suited to their position and would have a complete understanding of their role from day one. Growth within the company would happen naturally, and as an employee gained the trust and confidence of his/her superiors, their responsibilities would increase at a proportional rate.

In reality, employee growth often happens in fits and starts, with a vast increase in one area often accompanied by stagnant skill acquisition in another. The pace and direction of an employee’s contributions can vary, and some of her greatest contributions can be among the most difficult to measure. Just like the evaluation process, the goal setting process is best approached with a dose of common sense and an understanding of the flexibility of human nature. As long as managers and employees keep the process meaningful and realistic, goal setting can be vital to employee growth and company productivity.

Here are a few common circumstances that can derail realistic goal setting. If you see these things happening, take control of the process and steer it back on track.

Employees are being compared to an unexamined standard. Employees need to meet and exceed expectations. But how are these expectations established? What is the gold standard, how is it measured, and how often is it reviewed and changed?

Employee resources are not being considered during the evaluation and goal setting process. Are employees working with limited tools under circumstances that undermine performance? If the answer is “I don’t know”, find out. Goals are realistic only when resources are taken into account.

Employees are being compared to each other, and nothing else. What productivity measurements are standard for the industry? Your geographic area? Research this before putting goals in place.

Performance is excellent but growth is slow, or vice versa. Often the most productive employees don’t Read More