Once individuals know what the expected competencies are, the next question is, “How am I doing on them now?” Many organizations put these competencies into a format that can be used as a feedback instrument. This tool can then be used for things such as hiring, day-to-day coaching, training and development, and performance reviews. They go far beyond a job description to create a template for “ideal” performance. It creates strong motivation and specific focus to improve skills and performance.Ĭompetencies are clearly spelled out expectations for a certain role (a leader) or a job (sales associate). A 360-degree feedback process is a great tool for giving leaders clear feedback from their peers, employees and managers.
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