360 Evaluations and Performance Evaluation
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
Daniel Pineda
6 days ago4 min read
360 Evaluations and Consultants
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
Daniel Pineda
6 days ago1 min read
The 7 most common 360 assessment mistakes and how to avoid them
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
Daniel Pineda
6 days ago3 min read
