In this article, I want to share the main characteristics and benefits of both 360-degree evaluations and performance evaluations, to then present a real case of an organization that used both evaluations to measure its employees, its conclusions and our proposal to combine both processes into a practical model for companies. LET'S START WITH PERFORMANCE EVALUATIONS In performance evaluation we measure the level of compliance with certain objectives set by the organization, o

This is where a predominant figure comes into play in what is known as "organizational development" and it is the figure of the consultant, who is the person in charge of supporting and implementing all types of methodologies for the optimization of work teams, their performance and at the same time to diagnose the performance of each of the collaborators, in addition to management and organizational climates. The benefit of including consultants in the implementation of one

In more than two decades of working with 360 assessments across the Americas, I have seen processes that open up valuable conversations and others that end with the delivery of a report. The difference often lies in how the assessment is prepared, communicated and supported. A well-designed questionnaire needs a process that helps people understand the results and turn them into development actions. Here are seven mistakes I recommend checking for before starting a 360 assess

A Quick Synthesis of 3 Key Aspects of What We Know Today as Employee Experience: 1. Importance of Employee Experience In its publication on rethinking employee experience, Harvard Business Review (Rethinking Your Approach to the Employee Experience, April 2022) highlights how employees increasingly expect much more than competitive benefits or development programs to truly see an organization as a great place to work. These higher expectations from employees, especially from