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Introducing Agile Feedback in Cognology

Brad Dodemond HRRM

Brad Dodemond HRRM – walks us through Agile Feedback.

Over the last few weeks, we’ve started rolling out an exciting new capability in Cognology – Agile Feedback!

We’ve been testing this internally for a few months now and absolutely love it, and we can’t wait to hear what our clients think.

Here’s what’s happening.

First things first – what is Agile Feedback?

For those of you who are regular readers of our Cognology blog, and the musings of our fearless leader Jon Windust (if not, subscribe here), you will have read about the benefits of agile, real-time feedback when it comes to Performance Management systems and processes. If not, let’s quickly recap.

Agile Feedback is designed for this new world of work, in which we are more collaborative, social, and faster moving than ever before. These days communication is instant, and no longer top-down. In this ever-changing workplace, one-way feedback from managers to their employees just doesn’t cut it.

Say hello to Cognology Agile Feedback

We’re bringing sexy back to feedback!

Our new Agile Feedback folder section makes it easy not only to track one-on-one feedback conversations, but also to bring other team members into the conversation through real-time crowd-sourced feedback.

The sleek new pinboard layout radically simplifies the way you post, view and discuss feedback, whilst our rich-text editor also allows you to format feedback in a variety of gorgeous ways, and include links, documents, or even embedded videos.

Agile Feedback screenshot

Why should my organisation use it?

Spider Man once said: “with great power comes great responsibility.”

As an organisational leader, it’s important you take his wise words to heart, and use goals as a tool to give team members autonomy alongside responsibility. It’s also crucial that you regularly check-in with your team to discuss progress, and adjust course if needed.

If you think about your favourite elite sports team – would it be possible for the coach to set goals for players, and then not talk about them for the rest of the playing season? Of course it wouldn’t. Agile Feedback makes it seamless to provide regular feedback, and involve all members of your team.

Regular agile feedback will help your organisation reduce turnover, gain valuable ad-hoc feedback (both crowd-sourced and one-on-one), and allows employees to achieve better performance by creating a genuine two-way conversation about performance.

Agile Feedback screenshot

Have some questions?

So folks, 2017 is the year we make the new world of work possible!

If you’re a Cognology client, have a chat with your HR Relationship Manager about upgrading your site – we can’t wait to take you through a demo, and we guarantee you’ll fall in love with it as much as we have!

Or if you’re interested in finding out more about Cognology, we’d love to hear from you – just drop us a note at this link.

And make sure you’re following us on our journey at @Cognology as we bring people together to achieve great things!

Crowdsourcing vs. 360 Degree Feedback (part 1)

In a previous post I talked about my experience crowdsourcing for feedback.  It’s a much different experience to receiving 360 Degree Feedback.  It’s less formal for a start and you have total control over it.  Crowdsourcing has a number of advantages over 360 Degree Feedback.  Which begs the question, should 360 be consigned to the scrap heap?

Let’s start with a basic understanding of the two approaches.

360 Degree Feedback is an organised process where people receive feedback against a questionnaire.  The questionnaire is usually based around a set of competencies and behaviours.  For example, new leaders may receive feedback against a set of competencies and behaviors that define good leadership.  Responses are provided by a number of people who are invited to give feedback. To be able to provide good quality feedback, they need to know the person well.  You can read more about 360 Degree Feedback on our web site here and here.

Crowdsourcing is a less formal tool that you can use to go out to a wider group of respondents. For example, you might crowdsource using every person in a department as a potential respondent.  Unlike 360 Degree Feedback, there’s no expectation that every person in the group will respond.  You can initiate crowdsourcing as and when you like it.  Although you wouldn’t want to annoy people too frequently, crowdsourcing is suitable to use more than just once or twice a year.

Screenshot of crowdsourcing tool

There’s a big difference with the number of questions you ask with each tool.  With 360 Degree Feedback you might ask 60 highly specific questions. With crowdsourcing you might ask just one or two questions like “can you provide at least one suggestion where I can improve as a leader”.

In the second part of this blog post we’ll look at whether crowdsourcing or 360 Degree Feedback is the best tool for the job.  I’ll give some examples of different needs and pick a winner.