Starwood Hotels & Resorts Worldwide, Inc. owns, manages and franchises some of the most well-known brands in the hotel industry. With over 1,000 properties and approximately 145,000 associates, Starwood is one of the world's largest hotel companies and one of the most respected in the industry.
viaPeople Insight - Performance Management & Succession Planning Blog
Starwood Hotels & Resorts Worldwide, Inc. owns, manages and franchises some of the most well-known brands in the hotel industry. With over 1,000 properties and approximately 145,000 employees, Starwood is one of the world's largest hotel companies and one of the most well-respected in the industry.
Starwood wanted to provide a valuable developmental offering for all leaders across the global organization. The organization had considerable experience with 360 degree feedback in the past but over the years had decided to refine their approach and had developed specific criteria for this initiative:
- Implement an easy-to-use 360 degree feedback process to gain more participation across the organization,
- Tailor the survey questions to best address the skills most critical at various levels of the leadership team,
- Partner with a vendor that could deliver a highly flexible solution but at a very reasonable cost, and
- Customize the feedback reports to not only provide critical information on strengths and development areas but also to allow individuals to interpret their feedback report without the use of individual coaching.
The HR leadership team recognized that to achieve the above goals, they needed to partner with a vendor who not only had extensive experience working with large global organizations but also had a very flexible technology and consulting experts who could advise along the way (both in terms of 360 survey design, as well as system customizations). Starwood chose viaPeople for this global 360 degree feedback initiative.
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The client is a large retail organization with a strong desire to promote potential leaders in the company. The biggest challenge was to first gain a thorough understanding of the talent makeup throughout the company and determine which employees could potentially be promoted into leadership positions in the near future. Given the unique culture within this organization, a second challenge was to ensure that the employees identified as future leaders exhibited the core values
and demonstrated behaviors consistent with the company culture.
Rapid growth and sales force expansion in recent years had provided sales professionals at all levels with opportunities for promotion and increased responsibility. During this expansion, the organization struggled to identify internal candidates to assume management positions and had to quickly prepare newly promoted managers to move the organization forward.