People-development converts payroll costs to asset-investment
Post 3: The group was beginning to talk about the value of budgeting these self-reflective experiences for their engaged teams and leaders…. The most common self-assessments experienced by the workshop participants* were 360° performance feedback tools. The professional resources used to create these assessments were varied, but common discoveries and perspectives were collected.
Core Differences Assessed in 360 tools:
- “These tools are most valuable when the behaviors assessed are aligned to performance expectations that are common to our company’s leaders.”
- “The surveys are most accurately answered and understood when the questions are framed so participants respond to the frequency of an observed behavior. (Example: ‘I never see this person do this’…, occasionally, frequently, etc.).”
Personalized Results-Format available with 360 tools:
- “The name ‘360 degree’ implies at least four directions of input: the results compare identified feedback [from the employee and their direct supervisor] beside feedback collected anonymously [from groups of direct reports and peers].”
- “The best tools identify the areas that the respondents agree are strengths and specific areas that need work.”
- “Some tools offer resources for capitalizing on strengths and developing challenge areas.”
Business Application of 360 tools:
The group agreed that application is as varied as the feedback, but they identified 3 critical points of failure when expecting ROI from the application of 360 results:
- Assessed employee should choose what parts of the feedback to share and discuss with others as their development opportunities; failing to allow this choice erodes trust and feels like punishment.
- Instruction and coaching on how to read, emotionally digest and share the results is critical for first time users; failing to address the personal and complex nature of the tool often causes overwhelmed and over-reactionary responses
- Investment value increases with a formal accountability process that ensures follow-up occurs for each assessed employee; failing to track the completion of discussions with directs, peers and boss diminishes the likelihood and quality of any personalized development plans.
Hesitancy voiced with 360 tools was too varied to capture because of the variety of developers.
For the discussion about self-assessment cards, Eric chose to divided the room so those who had experience using these values and interest tools could share and brainstorm applications with the majority who had not.
Core Differences Assessed in card tools:
- “These tools allow individuals to assess quickly, and from many options, their personal priorities and preferences.”
- “I would define Assessing Personal Values as finding the principles, standards, or behaviors one values enough to use as a guide to prioritizing their decisions.”
- “We defined Assessing Career Options as identifying the atmosphere and work an individual most enjoys and feels they are good at doing.”
- “We feel Assessing Interests is prioritizing the kinds of activities and experiences a person is most passionate about participating in.”
Personalized Results-Format offered with card tools:
- “Card-stack activities can be completed with a literal deck or stack of cards, but on-line drag and drop options are also available.”
- “Most card tools come with directions to go through the stack a few rounds to narrow the options, and then to simply document final decisions or commitments.”
- “Card activities are often simple enough to be done in private before a session, allowing time to thoroughly consider priorities, but saving meeting-time for the final outputs from their discovery.”
Business Application of card tools:
- “Giving an employee this development gift often delivers the message that, as a business leader, you want them to consider their own desires and goals as well as the business objectives they hear you speak of regularly.”
- “Individual discussion about their interests and career options can be a great introduction or foundation to working on a customized development plan with an employee.”
- “Voicing personal values or passions and the stories that fuel them can re-energize a tenured team or begin bonds between new teammates.”
- “These activities can be frustrating for those seeking a statistical or even clear process for coming to these decisions.”
- “When using this tool one-on-one, the cost is reasonable because I can re-use the deck. But when I’ve had to purchase them for a group of leaders, it can get pricey, since many of them use the deck only a few times.”
- “You really need to have a purpose for doing these, and you need to find a way to effectively bring the result back to the business.”
- “Home-made decks downloaded from a website look, well… home-made, and online versions don’t give the same feeling that ‘we are all in a room quietly involved in self-discovery.’”
*All content in this blog series is based on user-perception.
Reality: If BlessingWhite’s definition of engagement is realized only when an employee gives maximum contribution while they receive maximum satisfaction, how can we encourage their engagement if we don’t know what satisfies them? Some of the most valuable information a leader can collect is an employee’s vision for their personal journey. It is amazing how many young employees have not reflected on themselves enough to know what motivates them or to know what is important to them.
FOLLOW US & don’t miss the next PEPPERBOX blog: Who developed the style assessments the workshop participants valued most?