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2. 12 Common Types of Negative Work Feedback (& How To Give It)

   www.aol.com/lifestyle/12-common-types-negative...

   Eliciting 360-degree feedback is great for collecting feedback on leaders and helping people feel comfortable giving it. Recognize the courage it takes to speak up, especially to leadership and ...

3. 360-degree feedback - Wikipedia

   en.wikipedia.org/wiki/360-degree_feedback

   360-degree feedback (also known as multi-rater feedback, multi-source feedback, or multi-source assessment) is a process through which feedback from an employee's colleagues and associates is gathered, in addition to a self-evaluation by the employee.

4. Performance appraisal - Wikipedia

   en.wikipedia.org/wiki/Performance_appraisal

   A performance appraisal, also referred to as a performance review, performance evaluation, [1] (career) development discussion, [2] or employee appraisal, sometimes shortened to "PA", [a] is a periodic and systematic process whereby the job performance of an employee is documented and evaluated. This is done after employees are trained about ...

5. Clark L. Wilson - Wikipedia

   en.wikipedia.org/wiki/Clark_L._Wilson

   Clark L. Wilson (August 31, 1913 – August 12, 2006 in Winchester, Virginia) was an American industrial psychologist who introduced the concept of 360 feedback surveys for management training and development applications. From 1970-1973 he developed his first 360-degree feedback survey, the "Survey of Management Practices". It was based on a ...

6. We analyzed 2 years of performance reviews for 13,000 ... - AOL

   www.aol.com/finance/analyzed-2-years-performance...

   Vague feedback is particularly problematic when you consider its prevalence: 50% of employees received at least some feedback that was not actionable. We analyzed 2 years of performance reviews ...

7. Inhuman Resources - The Huffington Post

   highline.huffingtonpost.com/articles/en/hsbc...

   The FCI probe contained another nugget, however. The investigators searched years of Mike’s email traffic, finding it mostly to contain “interaction with his management that was performance related. What began as positive feedback appeared to deteriorate in March or April 2012,” right when he first alerted HR of Eileen’s behavior.