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Supporting B&Q's first high potential development programme with bespoke 360 development
Getfeedback support Oxera, one Europe's leading independent economics consultancies to recruit the best economics graduates
Getfeedback have been working with Sure International, based in the Channel Islands, for over 5 years, helping them to understand their leadership capability through behavioural profiling and 360 feedback.
In 2013, following a large amount of change, the Bernedsen senior team decided the time was right to find out how well change had been implemented and how people across the organisation were feeling.Getfeedback were called in to help deliver an employee engagement initiative to cover the whole organisation.
In Autumn 2013 the CIPD began looking at a 360 tool to develop both individual and organisation capability to enable their people to deliver the company's ambition. Getfeedback worked with CIPD to help their senior managers recognise their strengths and weaknesses as leaders.
Getfeedback consult in people assessment and development, working in partnership with clients to provide an end to end solution to support the process of organisational change. In 2005 our client approached Getfeedback to assist in designing and delivering a talent programme for their top performing sales people.
To deliver their very ambitious plans for future growth, ESAB needed to introduce an new approach to talent management. So as to formally identify their talent ESAB approached Getfeedback to recommend and run a set of psychometric tests. ESAB tested and provided feedback to around 300 of their 8,000 employees worldwide. They now have instant access to an international talent pool resulting in improved global utilitisation, targeted training resources, improved succession planning and clear financial benefits to the organisation.
The 2009 Rivers of Ice expedition was the first attempt at an unsupported crossing of the Southern Patagonian Ice Cap by a team of two adventurers. Find out how Getfeedback helped them prepare using the Hogan Personality Inventory and Development Survey tests as part of their mental preparation.
Resourcing high performance Project Managers represents a significant talent management challenge for organisations such as Costain that seek to deliver excellence. Finding such talent outside of the industry is tough and Costain decided to look within, to grow their own talent, designing and delivering their own award winning project management academy. Getfeedback successfully helped create the link between recruitment, assessment, development and business outcomes, enabling Costain to continue deliver excellence for their customers.
Royal Caribbean uses its online engagement survey annually to both check on the understanding of, and commitment to, the broad corporate objectives as well as informing the priority setting for support and development. It has become a valued - and embedded - part of their talent planning process.
Yell set out to reduce attrition rate in the first year post-hire and investigated the differences between high performers and those identified as poorer performers. Using a range of assessments they were able to profile what 'success' looked like and then integrated these assessments into the selection process.
The construction industry faces a real talent challenge. Whilst migrant workers may be able to contribute to filling the general skills gap, the project management skill set is unlikely to come from this source. Adopting an Academy approach and designing a Project Management Academy, Costain have ensured that they are able to both define excellence in this area and plan for the learning and change that needs to happen.
"We knew we needed a different approach," said Janine Hayter, head of resourcing and development for Terminal 5. "Same old, same old wasn't good enough. We needed people who were willing to do things differently and go the extra mile to get the job done."
Alfred McAlpine invited Getfeedback to create a 'core skills' programme that would equip employees with the skills needed to live the values across each development area
When the retail part of the business set itself the goal to turn customers into fans, understanding the relationship between employee engagement and customer satisfaction became a top priority
When the Information and Consultation Directive came into existence, Xerox, the global leader in document management, recognised the opportunity it created enhance two-way communication with its workforce
When you are a new entrant in a highly competitive mobile market leading one of the biggest technology advances for a decade, one thing is for certain, your workforce will see unprecedented change
Getfeedback's role was to translate senior management's view of the behaviours and attitudes that would be needed, into a concise and measurable format that could be used to underpin rigorous selection and development.
Instead of appointing one of the big consultancies, UGS turned to Getfeedback, a UK talent management consultancy with specialist expertise in leadership development
Kleinwort Benson required a common language and objective processes to get the right people in the right jobs in the leadership team.
Having undergone a period of rapid growth through strategic M&A to obtain specific skill sets and enter new markets, Enterprise plc was looking to develop a standard across the business to provide consistency in managerial level behaviours.
Europe's leading IT security company, Articon Integralis had grown rapidly since the merger of two independent businesses. But as industry competition increased and profits shrank, the company began to look at ongoing obstacles to success.
With a new CEO behind the wheel, Vauxhall wanted its employees to embrace revamped cultural priorities and turn those into demonstrable results.
Working closely with RICS learning and development consultant Albert Tonks, Getfeedback designed new performance management systems to help employees perform at the top of their game.
"It has become relatively easy to find candidates for clients - but the real challenge is identifying the candidates that can not only perform but excel in the role and so we've introduced a number of Getfeedback's questionnaires and tests and use their online system to manage this," says Charlie Jaggard of LinkTalent.
Bayer finds that the 'drip-feed' process gets survey results to the right audience at the right time
Bayer worked closely with Getfeedback to develop a long-term vision to define how employee and customer measurement programmes would be linked.
Working with the senior management, Getfeedback developed a survey designed to truly get a feel for the organisation's culture - which included regional differences in employee behaviours, as well as perceptions versus realities.
Nissan looked to develop an innovative approach to the employee survey and development process. In reflection of the three year corporate plan, costs needed to be kept to a minimum and results needed to be achieved as quickly as possible.
Mowlem wanted design a new core skills training programme to ensure their staff were equipped with the skills to operate efficiently and grow the business.
Getfeedback formed a strategic partnership with a leading technology organisation to help leverage existing talent and focus on high levels of customer satisfaction.
High tech company ION Trading found itself in this situation, doubling in size every year, while expanding internationally. With 80 staff, the organisation was at the point where it was time to develop more effective, and more formal, human resource practices.
When the role of Regional Sales Manager for the North within BBraun became available, the company which has a strong culture supportive of internal personal development and recruiting from within, hoped to find the ideal candidate internally. Getfeedback were called in to ensure a transparent, fair and rigorous assessment process to identify whether any of the 4 internal applicants would be capable of fulfilling the role.