The topics suggested so far are:
- How to implement 360 feedback and appraisal.
- Giving challenging feedback.
- How to conduct the feedback or appraisal meeting.
If you have any suggestions for additional articles - please add a comment.
The latest information about the development of the reactive360 and factors360 Degree Feedback Sites. www.reactive360.com & www.factors360.com
At some point today - we will be hitting the go button (the one marked 'click here to prevent sleep') on the new system. factors360. As far as we know it will be the first subscription 360 feedback and appraisal site on the web.
It's for certain that it is the lowest cost.
The subscription cost:
The lowest cost system we have found is £30.00 and that is per report - !!!!!!
For £10.00 per month with no single report cost - just access time - any budding mathematicians out there will be able to calculate that the report cost is now genuinely volume based...
I will post regular updates on how things progress....
Final thought for this entry -
This launch should amuse the competition..... (Or is that bemuse).....
Ian
Crash Test Dummy (CTD)
For some bizarre reason we seem to get to the merry month of May every year and then forget sleep - why ?
Well we are launching yet another product.. The new one is called factors360 and adds a different approach to our core business.
Reactive360 launched May 2007. Fully Flexible system
Quick360 launched May 2008. Our Technology Test bed
Factors360 launches May 2009. Low cost subscription service
Designed for the lower volume user and incorporating a whole set of features requested by quick and reactive users.
The key difference being the cost - at £10.00 per month and if you do 10 appraisals - the cost - well work it out ...... !!!!!
The Nomination Process acts as an interface to the reactive system and allows high volume clients to collect nominations via a fully branded web-site. The nominations can then be imported directly in to the reactive account. Great feedback so far on this - it saves a considerable amount of time.
The Dual Score scale is being designed in response to a customer request. The participants add a score based on where the person is now and then have the option of adding a where should they be score.
The process allows the capability of the person to be placed within the context of their actual experience in the role.
An interesting - as yet experimental - extension of the Dual Score concept is that it facilitates the creation of a Benchmark score for a role within the organisation.
Watch this space for more information.