You can download this post as a PDF here: Case Study – 360 for Culture
Late in 2012 we were approached by the HR Director of an SME in manufacturing. The organisation had been through extensive change and renewal. A new strategic plan was in place, as was a set of clearly defined organisational values.
Keen to ensure the values were embedded in the day-to-day running of the business, the executive team decided to use 360 degree feedback. In this case, the members of the executive were to be rated by themselves, the CEO, their peers and their direct reports on how well they demonstrated the company’s seven core values. The values were:
The business had clearly defined and communicated the values to all staff in the organisation. Our task was to put those values and examples of aligned behaviours into an online questionnaire.
A typical question would look like this:
To what extent does this person demonstrate innovation?
Those who are innovative will –
In addition to the questions on each core value, two questions allowing for additional comments were added at the end of the survey. These were:
For each question, participants are invited to give a rating on the following scale and to add a free form comment.
1 Not at all
2 To a little extent
3 To a moderate extent
4 To a great extent
5 To a very great extent
N/A Don’t know or not applicable
The N/A option was used to ensure participants were not forced to give a rating if they did not have enough information to do so. Likewise, there was no neutral option. Participants instead chose between options that describe the extent to which the specific behaviour is demonstrated.
While we were designing the questionnaire, the HR director was:
This pre-implementation phase took about two weeks in total.
Unique codes for each participant, linked to their relationship with the relevant manager, were sent to the HR director for distribution. The HR director knew who had which code, but had no access to the raw data. We knew which codes had been used but didn’t know the names of the participants. By separating these functions, anonymity was ensured.
During the two weeks of the survey, we monitored the responses to track completion. Reminders were sent to all participants a couple of times, to give a 100% completion rate. Responses were also screened for inappropriate language, although none was found.
The survey results were collated and published for initial consultation with the CEO within one week of the survey closing. Following this discussion, copies were supplied to each of the managers, supported by coaching from the CEO and HR director.
1. Demonstrates to all staff the importance management places on living the values;
2. Helps individual managers understand how their behaviour in relation to the values is perceived by those around them;
3. Points to areas for individual and organisational development in line with the desired culture.
The Balance 360 feedback surveys and reports were developed by Balance at Work to complement the Harrison Assessments coaching reports.
Since this case study was written up, we have upgraded to a new software platform so we can now offer you even more flexibility for your 360 degree feedback surveys. If you would like more information, please get in touch.
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- Manager, National NFP
"In a challenging role in a new organisation, coaching with Paula was the ideal time to reflect, problem-solve, brainstorm options and arm me with next steps in all areas - from staffing, internal politics and relationships to tackling key initiatives. The sessions were by video and face to face, both equally effective. Using video allowed for easy integration of sessions into my busy workdays without any hassle. Paula’s style of coaching quickly built trust so I felt safe being vulnerable, quickly getting to the heart of a number of issues and propelling me and my performance forward significantly!"
- Executive GM, People and Culture
"We used the Harrison Assessment tools followed by a debrief with Susan, for career development with staff, which then allowed us to work with Susan to create a customised 360 degree review process. Susan has a wealth of knowledge and is able to offer suggestions and solutions for our company. She is always ready to get involved and takes the time to show her clients the capability of Harrison Assessments. "
Jessica Hill - Head of People and Culture, Choice
"Balance at Work are the ideal external partners for us as they completely get what we are trying achieve in the People and Culture space. Their flexibility and responsiveness to our needs has seen the entire 360 approach being a complete success. The online tool and the follow up coaching sessions have been game changers for our business. The buzz in the organisation is outstanding. Love it! Thanks again for being such a great support crew on this key project."
Chris Bulmer - National GM Learning and Development, ISS Australia
"The leadership team at Insurance Advisernet engaged Susan from Balance at Work to run our leadership development survey and learning sessions. Susan was very professional in delivering the team and individual strengths and opportunities for growth. Susan's approach was very "non corporate" in style which was refreshing to see. I can't recommend Balance at Work more highly to lead employee and team development sessions."
Shaun Stanfield - Managing Director, Insurance Advisernet