Use cases / Financial services provider
Client case
Deepler 360 · Leadership
Talent management with 360 feedback: seeing where the talent is
A financial services provider wants better visibility of talent in the organisation. Who is ready for a next step, and which competencies need attention across a whole team? With Deepler 360, a development picture emerges per employee, and per team a heatmap that forms the basis for talent and succession conversations.
Sector
Financial services
Target group
Teams and managers
Solution
Deepler 360
Application
Talent management
In brief
The question
Who is ready for a next step, and where is the growth?
The insight
A team heatmap reveals what stays hidden in separate reports.
The result
Talent and succession conversations based on feedback.
The question: how do you get a view of talent?
Talent conversations often rely on the view of one manager. As a result, talent sometimes stays invisible, and succession decisions are made on gut feeling. The organisation wants a broader and more objective picture, one that also shows which competencies need attention in a team as a whole.
The approach: 360 feedback per employee, heatmap per team
With Deepler 360 employees get feedback on the competencies from their own competency profile. The individual reports are meant for the development conversation. In addition, the team heatmap combines the outcomes, so managers and HR see patterns across the whole team.
Feedback per employee
On their own competencies
Team heatmap
Strengths and areas for attention per team
Talent conversation
Discussing development and succession
The insight: patterns you miss in separate reports
The heatmap shows at a glance where a team is strong and where it chafes. For example, a team that scores high on craftsmanship, but lower on coaching. Or an employee who scores above the team average on several competencies and seems ready for more responsibility.
Team heatmap · 360 feedback per competency
Illustrative representation
The result: talent conversations based on feedback
HR and managers hold talent and succession conversations based on a broadly supported picture. Development programmes become more targeted, and team development focuses on the competencies that make the difference for the whole team.
- A more objective picture of talent
- Targeted development programmes per employee
- Team development on the competencies that matter
Talent management with 360 feedback: three lessons
360 feedback only becomes truly valuable when you look beyond the individual report. Three lessons:
Also look at team level
A heatmap shows patterns you miss in separate reports.
Separate development and appraisal
Use feedback to develop, then answers stay honest.
Repeat annually
That way you see whether talent develops as expected.
Also view the case on developing team leaders with 360-degree feedback, or discover Deepler 360.
Frequently asked questions
Frequently asked questions about talent management and 360 feedback
What is talent management?
Talent management is the targeted attraction, development and retention of employees, with attention to who is ready for a next step and which competencies the organisation needs.
How does 360 feedback help with talent management?
360 feedback gives a broad picture of someone’s competencies, based on multiple perspectives. That makes talent conversations and succession decisions less dependent on the view of one manager.
What is a team heatmap?
An overview in which a team’s 360 outcomes are combined per competency. Colours show where the team is strong and where attention is needed.
Do you also use 360 feedback for appraisal?
It works best as a development tool. When feedback is linked to appraisal or pay, answers often become more cautious.
Which competencies do you measure?
The competencies from your own competency profile, such as giving direction, coaching, collaborating or craftsmanship. You can also add your own competencies.