ROI & Benchmarking 360 feedback

Return on Investment

Leaderskill Group's 360 degree feedback surveysA full program of 360 Leader/Manager Profile™ results in measurable ROI (provided that we take account of changes in external factors). It is important to measure this, as well as establish benchmarks. We suggest the following:

 Benchmark & ROI

Measure

Over time

1. Openness within organisation: effective communication; responsiveness & morale

This becomes evident to everyone and is reported anecdotally by managers and staff. Can be measured by climate survey.

Immediate & continuing

2. Results delivered as specified in Action Plans

Both management and teams assess the value of these and monitor that they are carried through to results.
Follow-ups allow for further feedback and adjustment

from 3 months

3. Performance/Learning Objectives completed

Managers, teams and peer groups set significant performance and learning objectives and achieve them in agreed time frame. Completion is assessed.

6 - 12 months

4. Performance management, involvement & delegation of responsibility

The performance management system is accepted, used (measured) and valued (climate survey).
Staff are more involved. Accountability is mutually agreed (measured).

Immediate & continuing

5. Contribution of ideas, better resultant morale

Contribution and use of successful ideas from the Participants - reporting of contributions used.
Climate survey measures resultant morale.

Immediate  & continuing.

6. Statistical measures of Suggested Change

Reductions in suggested change in Areas of Behaviour in successive runs of program.

6 - 12 months

7. Alignment: difference in Suggested Change between levels

The difference in suggested change between levels of management is measured in successive runs.

6 - 12 months

8. Staff Turnover, Absenteeism & Stress

Measured reductions.

On program completion,  6-12 months

9. Improved meeting of Quality Standards

Quality standards achieved – as measured by your quality systems.

Immediate & continuing.

10. Other improved individual, team & organisational productivity & output

Organisation and team measures: increased productivity and areas of savings (waste, errors, etc.). Links to Balanced Scorecard.

As appropriate

11. Societal contributions through improvement of individuals and strength of the organisation

Measures of individual and societal health and wellbeing (Corporate Social Responsibility). Links to Mega Planning and Balanced Scorecard Plus*.


* For Mega Planning and Balanced Scorecard Plus see www.360facilitated.com.au/articles.html

Ongoing

 

Benchmarking & Aggregate Statistics

Because every organisation has its own set of needs and strengths, the most useful form of benchmarking using the 360 Leader/Manager Model™ is that of the organisation against itself over time.

It can also be useful to run a separate organisational survey, e.g. to show whether the organisation is building or breaking trust with its employees.

Aggregate reports for groups of managers or the entire organisation can be used to guide organisation-wide development programs. They also act as a benchmark. For further information see Articles.

A statistical aggregate of a 360 Leader/Manager Survey™ intervention provides a benchmark for a group of managers, or for the organisation. It measures the level of suggested change as well as the degree of alignment between managers, teams and 'bosses' at a point in time. Although it never pretends to 'measure the manager', it will let you compare groups of managers over time and with norms. It gives managers specific benchmarks from which to improve.

You can produce a Statistical Profile (using the survey profile format) for any group of managers. We provide more detailed Statistical Reporting on request.

Testimonials

"The Leader/Manager model is very, very good and has benefits well beyond the obvious and advertised purpose. Coachees really value its ‘face validity', its power and ease of use..."

Eddie Paterson FAIM, internal executive coach, telecommunications company, Australia.

“All team members who participated found it easy and commented how well it worked. The process of customising was seamless and perfect. Feedback from all team members has been positive and extremely useful for their future development plans. I have recommended the department continues running the 360 survey..."

Victoria Elgott, HR Project Manager of a major Australian bank

“Great site - with a lot of articles that helped me understand what a 360 can really be."

Kate Simpson, Program Manager, Fortinberry & Murray. Australia.

"Leaderskill Group has assisted our strategic planning with their Mega Planning methodology for over seven years. In the article we co-wrote, I estimated that Defence Consulting had saved between 5 and 8 million dollars – without counting the savings of our stakeholders, including government – just on the redevelopment of the historical Randwick Barracks site in Sydney."

Peter Hoskins, Principal, Woods Bagot 

(See published article: ‘Profit and Benefits from Planning for Sustainability’).

“Your continuing willingness to be flexible and adapt your tools and products to the needs of the customer make you an awesome partner!”

Gary Cox, Principal Consultant, Chandler Macleod, Qld, Australia.

“We were extremely impressed with the tools that you have available and very much appreciated the flexibility you showed in adapting to our needs”

Dr Julie Stockton, HR Manager, University of British Columbia, BC, Canada.


“The most significant intervention we have undertaken. Influenced the growth and learning of our managers as leaders ...”

Snr Manager, SADAF Petrochemical Co., Saudi Arabia.

News

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14 and 16 November 2012 - Sydney and Melbourne workshops on SOAR (Appreciative Inquiry-based Strategy): Positivity rides yet again!

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