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A Little Less Conversation: How a New Approach to 360s Helps Employees Take Action
- 1. @thespidergap A Little Less Conversation… How a New Approach to 360s Helps Employees Take Action
- 2. @thespidergap Alexis Kingsbury Marketing Director (& Co-Founder) of Spidergap
- 3. @thespidergap What we’ll cover today ‒ A fundamental problem with existing 360 tools ‒ A new approach that gets better results while using less of employees' time ‒ A special offer from Spidergap ‒ Q & A
- 4. @thespidergap How 360 degree feedback works Results
- 5. @thespidergap How 360 degree feedback works Results Claire
- 6. @thespidergap How 360 degree feedback works Results
- 7. @thespidergap How 360 degree feedback works Results
- 8. @thespidergap How 360 degree feedback works R Results
- 9. @thespidergap How 360 degree feedback works R Results
- 10. @thespidergap How 360 degree feedback works R Results
- 12. @thespidergap R Results How 360 degree feedback wo
- 13. @thespidergap
- 14. @thespidergap How 360 degree feedback wo R Results
- 15. @thespidergap The feedback review meeting
- 16. @thespidergap How can we overcome this?
- 17. @thespidergap We found a new approach ‒ Previously a management consultant ‒ Helping leaders in large organisations to develop strategy ‒ Using gap analysis to help prioritise
- 18. @thespidergap We can gap analysis to achieve more from 360 degree feedback
- 19. @thespidergap Using gap analysis, we can show clear priorities, enabling employees to focus on action
- 20. @thespidergap How? ‒ Better quality feedback ‒ Clear prioritisation ‒ Easy to use reports
- 21. @thespidergap How? ‒ Better quality feedback ‒ Clear prioritisation ‒ Easy to use reports
- 22. @thespidergap How? ‒ Better quality feedback ‒ Clear prioritisation ‒ Easy to use reports
- 23. @thespidergap How would this feel?
- 24. @thespidergap
- 25. @thespidergap “With this report, I can actually say, hand-on-my-heart, that these are the learning priorities of these individuals. Now that's powerful.” Learning and org. development consultant, Institute of Fundraising
- 26. @thespidergap How? ‒ Better quality feedback ‒ Clear prioritisation ‒ Easy to use reports
- 29. @thespidergap Come to our stand Free sample reports / sweets alex@spidergap.com +44 (0)203 290 5432 @thespidergap or
- 30. @thespidergap Download our sample report from https://www.spidergap.com/sample-report
Notas del editor
- Hi there, I'm Alexis I'm a founder and director at Spidergap - an online tool for running 360 degree feedback assessments. We're a relatively new tool to this market, but we're growing quickly, particularly with companies that have between 500 and 10,000 staff. Before Spidergap, I was a management consultant, working with leaders of HR, Finance and other departments in large global organisations. Typically my role involved working with them to create actionable strategies for their departments. I'll come on to why this particularly relevant to what I do now, a bit later.
- In this session, I'm going to talk to you about a fundamental problem with the tools that many companies are using for 360 degree feedback. And I'm going to introduce a new approach that gets better results while using less of your employees' time. That should take about 20 minutes in total. I'm then going to talk to you about a special offer from Spidergap And we'll then have about 5 minutes for some Q and A at the end. So, lets begin with a show of hands...How many of you are familiar with 360 degree feedback? Great, nearly all of you... And how many of you currently use 360 degree feedback in your organisation? OK interesting, about {half?} of you...
- So, you'll be aware that 360 degree feedback is a process in which a range of people provide feedback about an employee, to help them make decisions about their personal development. So here's an employee... [CLICK]
- Let's call her claire... [CLICK]
- Claire, or perhaps her line manager or coach, identifies who will provide feedback as part of the 360 [CLICK]
- Each person then provides their feedback. [CLICK]
- A report is generated by combining the feedback provided. This is typically a mix of qualitative and quantitative feedback. [CLICK]
- The employee then meets up for a conversation with their line manager or coach to review the results. [CLICK]
- And finally, the employee ends up with a clear, prioritised list of actions they will take to improve their performance going forward. When done well, it results in employees understanding where to focus their personal development, and utlimately achieving more for both themselves and for their organisation.
- However, there's a problem Right now, organisations are working really hard to survive in the face of considerable financial pressures... To SUCCEED in the current climate, you need to keep your BEST performers and help them to GROW within the organisation Yet you have to do this with less budget, and a workforce who do not have much time available. ...360 degree feedback is a common tool that should help your employees to grow. But existing tools are falling short. Let me show you one of the key reasons.
- Well, the first 3 steps happen as we would hope. Feedback is collected and a report is generated.
- The report shows the individual's current performance against a range of areas. For example, apparently identifying Claire is achieving a 79.2% in Inspiration... These reports are meant to make it clear where Claire should focus her attention.
- But... and here's the problem: They don't tell her where she needs improve the most Sure, the report shows how Claire is currently performing... But this isn't the same as telling Claire which areas she needs to improve the most in. To identify those areas, you need to understand her current role, her level of experience, career ambitions and so on. So it becomes the job of Claire's line manager or coach to have an in-depth conversation with her to help Claire interpret the results and choose where to focus her personal development, and unfortunately...
- This conversation takes up most of the hour that Claire had set aside to review the results. This is time that could have been used to support Claire in identifying how to tackle her top priorities. [CLICK] This conversation can also dilute the value of having results from a variety of colleagues, as the opinion of her line manager gets more air-time. [CLICK] It can become unclear where to focus efforts, particularly if there are a range of areas where the scores were very similar. For example, I had a call just the other day with an HR Director who told me that all of his employees were getting scores between 8.2-9.2 out of 10, making it practically impossible to identify the key development needs of individuals.So, as a result of all the lost time, the diluted views, and the lack of clarity on where to focus... the impact of the whole process is lessened. Claire get frustrated... And other organisations, who have found a better way to support development, will soon get to poach Claire.
- So, how can we overcome this problem?
- I mentioned that before Spidergap I was a management consultant helping organisations create actionable strategies... On those projects, I used a technique called gap analysis to help my clients understand where they are now, and where they need to be, based on the views of their internal or external customers Based on this analysis, I'd quickly help their teams to prioritise where they needed to improve, and develop an action plan to address these areas One of my HR clients asked whether I had ever used gap analysis for individuals... and so I started to look into how it could be applied in the areas of personal development and 360s.
- I found that by using this form of gap analysis it is possible to achieve far more from 360 degree feedback...
- As UNLIKE other approaches to 360 degree feedback, this new approach provides you with reports that show the employees exactly where they need to focus on. This removes the need for a line manager or coach to spend a lot of time intrerpreting the results. Instead, they can focus on helping the employee to plan and action their development. For example, they could spend the time suggesting approrpiate reading materials, finding relevant training courses, suggesting mentors, or even better... actually purchasing & downloading an audiobook... signing them up for a training course... and introducing them to a mentor!
- So how does gap analysis do this? Well, this approach provides 3 key advantages... Firstly, the employee receives better quality feedback. Feedback is more constructive as people aren't just being asked to rate the current performance, but instead think about the areas that need most improvement.... Explanations are given on those areas that need most improvements, which is more useful for the employee... And Feedback makes more sense as the raw numerical scores become less important, so you avoid conversations about confusing decimal numbers and percentages!
- The second distinct advantage is Clear prioritisation. Results are much clearer as when results are presented back to the employee, they get a prioritised list of areas for improvement... Employees also find priorities much easier to accept than 'weak areas'. Of course, this makes sense... If you tell me that I am overweight, thats feels hurtful... I mean we both know its true.... but If you tell me that when compared across all of the other things in my life - work, my marriage, my car, family etc. that the area I should focus improvement on is my bodyweight... I can handle that, and may even feel more motivated to take action to address that gap now that I see it as holding back my overall performance.Clearly once an employee has accepted the areas they need to work on, it makes it really easy to then switch focus to a plan of action!
- And finally the third key advantage that gap analysis provides is easy to use reports. You might expect that introducing this new approach would make reports more complex. But we found the opposite - the results can be summarised far more easily, so that rather than needing to wade through 60-70 pages of data, the key strengths & areas to improve can be summarised in a couple of pages, with any detailed scores and explanatory feedback relegated to an appendix for reference. This saves a lot of time! We realised that it might be possible to provide a report to an employee that they could understand WITHOUT support from managers or coaches. We worked with dozens of HR directors and hundreds of employees to iterate the report until we were happy we had achieved that goal. And in my hand is the result. One, very friendly, very clearly prioritised report! If you'd like to take a look, you can come and get a copy of this from our stand.
- So, how would receiving this report feel?
- Well, at Spidergap, we developed this report using this approach as the foundation, and created an online 360 feedback tool around it. This enables employees to identify their top areas to improve much more quickly.Some great companies have now used this within their organisations, and told us about the impact...
- An L & OD consultant used it with his clients, and told us that: “With this report, I can actually say, hand-on-my-heart, that these are the learning priorities of these individuals. Now that's powerful.”
- So.You now know about the fundamental problem that many 360 feedback tools have... And how you can use gap analysis in your organisations to provide: Better quality feedback Clear prioritisation and Easy to use reports But before taking your questions I want to quickly tell you about a special offer from Spidergap.
- Currently, Spidergap is available as an online tool which you CAN purchase through our website But increasingly, we're being asked by larger companies to provide an 'enterprise package', to adapt to more bespoke needs around setup, support, training etc. So, as of this week, that's something we're going to start offering. As part of this enterprise package, we will be able to help you to make sure this new approach to 360s is effective in your organisation - whether you're starting with just one team, a department, or across the entire business. This might include choosing a competency framework, designing your questionnaire, running the assessment, training your staff or integrating with other tools... whatever is needed to make it a success. For those organisations that become part of the pilot of these enterprise packages, they'll get a 25% discount on our prices. This is a limited offer though, we're going to start by offering this to just 10 companies over the next few weeks. Now, I should be clear you might not be be right for this offer..... if you feel that your employees already quickly identify their top areas to improve, and consistently take action following their 360 feedback... then although you might reduce some costs through using our tool, I don't think that's a good enough reason for this to be the right fit... Whereas... if you feel that the approach I've introduced may be able to help your employees get more value from 360s, then please come have a conversation with me after this presentation. Either way, I hope you'll take away from this presentation that any approach to 360s you adopt needs to be CLEAR on where employees need to FOCUS improvement, and that you may want to review your OWN approach to ensure it encourages ACTION... not just conversation. Thanks very much for listening... we've now got a few minutes for some questions....
- {Take questions} OK, thank you, I'm afraid that's all we've got time for in this group session
- However, I'll now be available for any immediate 1-2-1 questions you have during the coffee break, and I'll be at the Spidergap stand today and tomorrow... enjoy the rest of the conference!