To make strategic decisions in such diverse areas as marketing, production, compensation, and training, organizations require accurate metrics about the effectiveness of their employees.

They need answers to the following questions:

So we know the true state of our human capital.

So we understand our trend lines.

So we know whether to focus training efforts on everyone, or on specific groups that need it most.

So we can market our abilities in those areas.

So we can avoid promoting those areas until skills have improved.

So we can design skill development that will do the most good at the least cost.

So we can recognize and reward them, and leverage their capabilities.

So we can bring their strengths to bear on our most important areas.

Good employees don't leave organizations, they leave supervisors. So the answer to that question will go a long way to guide improvements in supervisory skill, and stem the outflow of good employees.

So how might you find answers to such crucial questions? Survey your customers? Create a task force? Hire a consultant? Conduct time and motion studies?

None of the above, if you use 360-degree feedback, because answers to every one of those questions are already waiting silently within your feedback projects.

To give this data a voice, and provide valuable strategic information to your executives and directors, and leaders in HR, training, and OD, just generate a group report that aggregates the data from your individual 360-degree feedback results.