The 360 Story – Introduction to 360s

360-Degree surveying is a popular way for organisations to evaluate performance, assist employee development, and support talent management processed. By one estimate, multi-source feedback such as a 360 surveying is used in 90% of Fortune 1000 organisations, and this trend is reflected across a broad range of organisational industries and sizes.

Although a 360 can be seen as a one-stop-shop, the process must be handled with care to ensure the outcomes are positive and meaningful. To help ensure sustained developmental change among participants there are some key points to keep in mind.

Leaving Value – Exit Interviewing as a Strategic Intervention

Despite their reputation, exit interviews are not a waste of time. But there’s a catch.

A common complaint from organisations is that exit interviews are a waste of time, effort, and money. The reason for this is that they are simply done as part of the checklist for any exiting employee. Box ticked. Job done. But therein lays the problem. Exit interviews are only as useful as the information gained, but this is just one part of the puzzle. Simply getting information achieves very little. Real value comes from the information being applied.  While the old adage says knowledge is power, it would be more apt to say, knowledge applied is invaluable. If this is the case with exit interviews, two key questions need to be answered: how can organisations ensure that they are getting accurate insights from exiting employees and how can the information gained be used more strategically?