It probably hasn’t escaped your notice that there has been much comment recently about making workplaces more ‘human’. Most thinkers agree that appreciating people for their talents and uniqueness, rather than trying to shoehorn them into a role is the current best practice; ruling with command and control is old …
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I’m not a number, I’m a free man!
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Watch out for the Skew!
Watch out for the Skew!
Sometimes I need to remind clients what they can expect from a 360 report. Any questionnaire or psychometric tool or can only give you a snapshot of what people were thinking at the time they answered the questions. This should be blindingly obvious, but many of …
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Let’s hear it for strengths!
Many of us are programmed to brush off praise, barely letting it enter our psyche. When given some criticism though, we thoroughly dissect it, focus a huge amount of energy on thinking about it again and again, often going round in circles. I see it in myself when …
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What is the manager’s role in 360 Feedback?
I’ve just come across a Forbes article called ‘Why 360 programs fail’. Of course, much of the time they are highly successful development tools – but it’s always useful to understand why sometimes a project works when at other times it fails. Can Forbes help us here? Here’s the …
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Gathering and acting on feedback could help prevent NHS scandals
A study by the CIPD has highlighted the importance of improving the collection and analysis of people management data and employee feedback in hospitals.
The organisation believes such improvements could help avert future care scandals in the NHS.
Its recent survey, conducted in collaboration with the Healthcare People Management Association, found that …
