Robert Bacal's Books via Amazon

Performance Phrases For Performance Reviews

This completely revised and updated second edition of Perfect Phrases for Performance Reviews provides hundres of ready-made phrases you can use to clearly communicate any employee performance in 74 different skill areas. ...more

Perfect Phrases For Setting Performance Goals

This completely revised and updated second edition of Perfect Phrases for Setting Performance Goals provides hundreds of precisely worded performance goals you can put to use in virtually any situation. ...more

Performance Management - A Briefcase Book Second Edition Perfromance Managment A Briefcase Book

Proven strategies for maximizing employee commitment and performance As a manager, you know that employee performance is your most important asset—but are you making smart, well-thought-out efforts to leverage it to its fullest? Manager’s Guide to Performance Management helps you get the most out of your people by focusing on performance planning (instead of appraising), creating a dialog (instead of issuing directives), and solving problems (instead of pointing blame). ... more

 

Is there a problem if we use non-anonymous feedback in 360?

With 360 degree feedback, it's a case of damned if you use anonymous feedback, and damned if you use non-anonymous feedback, because frankly both options have different strengths and weaknesses.

The conventional wisdom (which isn't always very wise) is that 360 feedback should be anonymous, since some people believe that anonymous feedback will be more honest, forthright and direct because people will feel protected from retribution. That can be the case. It can also be the case that feedback givers, feeling protected from the consequences of lying or providing vindictive feedback, will, in fact try to "assassinate" a person they dislike.

Given that non-anonymous feedback can be more helpful in improving performance, because it allows more direct discussion between feedback giver and receiver, perhaps the best course of action is to provide the feedback giver with a choice to be anonymous or not, and, to treat anonymous feedback differently (provide less weight or credence to it).

 

About Company

Bacal & Associates was founded in 1992 by consultant and book author, Robert Bacal. Robert's books on performance management and reviews have been published by McGraw-Hill. He is available for consultation, training and keynote speaking on performance and management at work.

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We Believe

  • Performance management and appraisal MUST be a partnership between manager and employee where BOTH benefit.
  • Performance management can be the lever for improved employee engagement.
  • The review process is the LEAST important part of performance management
  • If managers aren't managing employee performance, why are they there?

Get in Touch

  • Phone:
    (613) 764-0241
  • Email: [email protected]
  • Address:

  • Bacal & Associates
  • 722 St. Isidore Rd.
  • Casselman
  • Ontario
  • Canada, K0A 1M0