Trakstar Blog
Category: 360 Degree Feedback

The idea of a 360-degree view is wonderful when it comes to the Grand Canyon, but many people are less fond of an overall view when it comes to employee performance reviews. The benefits of having a complete look at employees through the eyes of peers, customers, and partners is invaluable, so finding a way…

The concept of 360 feedback in a work environment is hotly debated. Its value is questioned, the “hows” and the “whys” are often contentious. But as Bill Gates said at his 2013 Ted talk: “We all need people who will give us feedback. That’s how we improve.” Who better to understand leadership qualities than those…

When it come to electronic performance appraisals you may have seen the options to include a peer review, upward review, 360 review or Multi Rater. Here’s our take on what each means and why you may use them. What’s the difference? And Why? So much jargon. Let’s clear this up, once and for all. That way,…

We at Trakstar are completely devoted to performance appraisals, so when we’re having our morning coffee and NPR has a news segment  about peer reviews and the appraisal process, we turn it up. This particular piece focused on the positives and negatives with utilizing a peer review and the possible impacts it could have on…

Recently I was asked how to effectively teach feedback strategies managers can use in order to give good feedback—feedback that will be well-received and encourage growth and innovation. Have you heard of a strategy called Plussing, coined by Walt Disney? Plussing is a method of providing good feedback.  Walt taught Disney employees to use it…

An HR Director recently told a story about how multi-rater feedback had been used in her previous organization.  “A manager would ask a whole bunch of people to provide input on other employees.  Employees got way too many requests, and the manager wanted feedback on too many things, so the feedback took too long to…