360-Degree surveying is a popular way for organisations to evaluate performance, assist employee development, and support talent management processed. By one estimate, multi-source feedback such as a 360 surveying is used in 90% of Fortune 1000 organisations.
A common complaint from organisations is that exit interviews are a waste of time, effort, and money. The reason for this is that they are simply done as part of the checklist for any exiting employee. Box ticked. Job done. But therein lays the problem.
The fact that having a job provides us with an income, social contact, security, and a sense of purpose is undeniable. Furthermore, having a job has also been shown to be related to increased health and wellbeing.
A substantial proportion of our waking life is spent working, so it’s not entirely surprising that wellbeing at work has become an increasing area of interest for many individuals.
For those readers with the inclination to follow the recent Massey University employment court case ruling, I’d imagine you have had some interesting conversations concerning the implications of this ruling for I/O psychology practitioners.
One way for organisations to create and sustain resilience in their employees is to encourage this strengths-based self-reflection by sharing and celebrating successes. These achievements don’t need to be big, bold success stories.