October 5, 2005

What a View, Part II

What a View, Part II In Part I, I talked about how Return Path’s 360 reviews have become a central part of our company’s human capital strategy over the past five years.  While most staff members’ reviews have been done for weeks or months now, I just finished up the final portion of my own review, which I think is worth sharing. I always include my Board in my own 360.  My process is as follows: 1. I send the Board all the raw (and summarized) data from the staff reviews of me, both quantitative and qualitative. 2. I send the Board a list of questions to think about in terms of their view of my performance (see below). 3. I have a third party moderator, in my case a great OD consultant/executive coach that I work with, Marc Maltz from Triad Consulting, meet with the Board (without me present) for 1-2 hours to moderate a discussion of these questions. 4. The moderator summarizes the conversation and helps me marry the feedback from the Board with the feedback from my team. The questions I ask them to consider are different from the question my staff answers about me, because the […]

June 9, 2005

What a View

What a View We’ve done 360-degree reviews for five years now at Return Path.  Rather than the traditional one-way, manager-written performance review, we instituted 360s to give us a “full view” of an employee’s performance.  Reviews are contributed by the person being reviewed (a self assessment), the person’s manager, any of the person’s subordinates, and a handful of peers or other people in the company who work with the person.  They’re done anonymously, and they’re used to craft employees’ development plans for the next 12 months. The results of 360 are a wonderful management tool.  Mine in particular have always […]