How we enabled a leading engineering conglomerate to provide feedback to the top 200 leaders in the organization using 360 feedback methodology

1. 360 FEEDBACK FOR TOP 200 LEADERS IN
AN ENGINEERING CONGLOMERATE
A Think Talent Services Case Study
HOW WE ENABLED A
LEADING ENGINEERING
CONGLOMERATE TO
PROVIDE FEEDBACK TO
THE TOP 200 LEADERS IN
THE ORGANIZATION
USING 360 FEEDBACK
METHODOLOGY
Our client, a reputed conglomerate with interests in
engineering, power transmission and real estate, was
looking for ways to provide effective feedback to the top
200 leaders in the Organization. This was part of a wider
effort to create a more evolved management cadre by
creating a focused development road-map in the
organization.
The Situation
Success Levers
Given that it was the first time the organization was
conducting a 360 process for employees, the process
needed to be conducted with great care and preparation.
Also, since the respondent group was large (more than 2000
respondents), spread across many different locations and
spread across different levels in the organization,
operational excellence was required to achieve success with
the endeavor.
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2. The Solution
The Outcome
It created self-awareness for participants about their development gaps and also their blind spots – where the difference
between own self-image and those of others was greatest.
The group report provided the leadership team in the organization a clearer view of the collective SWOT of this team of
managers.
The 360 feedback process helped the client team achieve two key goals:
To start the process, the Think Talent team worked with the HR team at the client organization to customize the survey
questionnaire to the client competency framework. Feedback was then sought from senior leadership team to ensure
alignment on questionnaire design. Simultaneously, pilot surveys were conducted for 2 participants to iron out any
operational issues.
To kick-off the process, the HR team used the communication templates provided by the Think Talent team to inform
participants about the intervention. The participants were requested to provide a list of respondents across different
relationship levels. This list was validated by the HR team before being uploaded in the NEXT 360 system. The 360
surveys were deployed together for all the participants with the client team having an online dashboard to track the
progress of each of the surveys. The system was also configured to send reminders to respondents every alternate day.
With some follow-ups, the survey process was completed in five weeks. Using the inputs provided by the respondents,
Individual Reports were generated and shared directly with each participant.
Given the large number of participants, the client team wanted an alternative solution to Think Talent coaches
providing one-on-one feedback for each participant. Therefore, it was decided to use the Train-the-Trainer
methodology to train senior HR leaders in the organization on providing feedback to participants using the 360 report.
A workshop was organized for about 12 senior leaders, who in turn provided feedback to the rest of the participants.
At the end of the process, a Group Report was also created and shared with the CEO.
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