SURVEYING YOUR BUSINESS LANDSCAPE FOR OPTIMUM RESULTS
Estimates show that between 50 and 70 per cent of employees in developed countries undergo some form of regular surveying. However, organisations rarely make full strategic use of the process and results to drive measurable improvements in performance.
At Chandler Macleod, we believe that 360º Surveys can be an important tool in getting the very best out of your people, and out of your organisation as a whole. Our specialists are experts, not just in assessment and undertaking surveys, but also in harnessing the results of these, to the advantage of your business.
A COMPETITIVE EDGE
In today’s highly competitive global business environment, access to talent is becoming increasingly limited. In this situation, a primary source of differentiation and unique competitive advantage lies in harnessing the discretionary effort of employees, and focussing it towards the satisfaction of stakeholders.
Chandler Macleod provides uniquely focused, enterprise specific and conceptually sound approaches to employee surveying. Our team of business psychologists continually seek to understand the evolving nature of the challenges of the current and future business environment.
SURVEYING FOR CHANGE
Essentially, a 360º Survey is an efficient and structured way of gathering relevant information about an employee’s behaviour in a particular role. It takes into account the organisation’s business environment, the required employee attitudes, behaviours and performance needed for development and the resulting competitive advantage.
What would be the effects on your organisation’s performance if you could go beyond ‘employee engagement’ and ‘satisfaction’, and instead identify and then track the quality of the specific causal relationships between employee behaviour and outcomes for stakeholders? This is the essence of 360º Surveying.
At Chandler Macleod, our psychologists avoid a ‘one size fits all’ approach in favour of one that takes into account your unique organisational environment, and the distinct challenges that you face.
Importantly, we also know what it takes to gauge measurable behavioural and effect attitudinal change in individuals and groups. We believe that ROI in the context of 360º Surveys is all about changes in behaviours and attitudes that result in measurable increases in organisational performance.
‘BEFORE’ AND ‘AFTER’ AS IMPORTANT AS THE SURVEY ITSELF
Before undertaking a 360º Survey, an organisation must first articulate the motivations and benefits for gathering this information, and hold firm to those reasons. Secondly, and most importantly, the organisation must communicate this clearly to all the participants. This is crucial in order to alleviate a common fear among participants – that the information gathered will be used to their detriment.
After we undertake 360º Survey, the crucial question is – how do we use the results to change behaviour? Much of this hinges on instituting a proper feedback process that is inclusive, robust and transparent, and allows a company to plan for development opportunities ahead.
In our experience, many companies attempt 360º Surveys, but find the process unsatisfying, as they fail to do something positive and useful with the findings.
WHAT WE BRING TO THE PROCESS
The key to the success of any 360º Survey is assessment – something we at Chandler Macleod have been doing now for more than 50 years. This process is tailored entirely to your business ambitions and requirements.
A 360º Survey involves mapping the connections between an individual and all the other individuals they relate to in the business context – whether that is their manager, direct reports, colleagues, clients or customers. Consequently, the process can become quite complex. Our considerable experience of project managing 360º Surveys means we are ideally placed to undertake this.