The Brief

CPP management know that to achieve their vision and long-term financial targets, employees not only have to deliver stellar performance, but more importantly and challenging, they need to live and breathe the company's values. CPP thus wanted a powerful framework to score its workforce according to a defined Success Behaviour Index (SBI) skills, measuring not only an employee's behaviour competence but also how they mirror the organisational values, and to then develop where gaps were found.

What we did

We have been working with CPP for 5 years running a worldwide 360 degree feedback programme. The programme is being delivered across all levels within the organisation, from Senior Executives and Line Managers to non-managers and call centre agents.

Five specific questionnaires have been developed for the different employee levels within CPP; all based on key company Values and Performance factors.

Over 1,000 employees now participate in the CPP Success Behaviour Index (SBI) 360 degree feedback programme each year, with the questionnaire available to employees in English, Spanish, German, Italian and Turkish. Initially, t-three provided all of the administration for the programme, but we have now trained internal HR administrators in eight countries to administer the programme in-house.

The Results

"t-three worked closely with us in partnership, to custom-design a really innovative 360. Their team worked to understand and respond to our business challenges, helping to make sure that the solution was fit for purpose and implemented smoothly.

Our 360 degree solution measures both our people's behavioural competence and how well they demonstrate our company's Values, enabling us to focus on the combination of attitude and skill.

Our people have really taken to it, despite initial concerns our managers are using the process to help identify and manage the company's talent for the future. Another key aim of SBI was to encourage a more open feedback culture and within weeks of completing, we were seeing increasing examples of people starting to give feedback and taking some risks! The quality of Personal Development Plans has taken a huge step forward because the feedback is personal and the resulting actions are pragmatic and linked to individual performance improvement."

CPP - Jo Yates, Head of Learning Solutions