Front-line employees, also known as an organization's individual contributors(ICs) are typically a neglected group when it comes to training and development. Often considered the backbone of an organization, the IC has a significant challenge in that they're often expected to complete their work with the help of others, but without the authority. They depend heavily on cooperation across departments, especially with peers, and need to have effective communciation and persuasion skills to be successful in their role.




Two primary categories common to individual contributors are those with highly technical and very specific skill sets, such as chemists, engineers, IT staff, designers, etc., and those with a more well-rounded skill set, such as sales and customer service reps.

Providing the right measurement tools to these audiences will help ensure that they're working on the behaviors needed to excel in their position.


Individual Perspective
  • Technical Professional Survey -
    Clarification of goals, creativity, and innovation are several key competencies measured by this assessment. These skills help to establish the IC's credibilty, ultimately leading to a stronger base for influencing others. Other key skills measured are how well the individual plans and problem solves.
  • Client Relations Survey - As you might guess, this survey measures key skills as related to servicing and understanding the need of clients. In addition to measuring their ability to establish rapport, we gauge their proficiency at analyzing clients needs, anticipating the benefits of the offered product or service, and ultimately make recommendations that the client will see as adding value to their organization.



Organizational Perspective
  • Group Report For Planning Training & Development - A group feedback report(aka composite or aggregate report) can be utilized to identify how the group's skills rated compared to the organization as whole, or to TBC's international norms. Results can clearly highlight the particular areas that a group might need training in helping provide the foundational knowledge necessary to build targeted leadership/management development curriculum.



    •   Click here to see an example of a matrix from a group report.


  • Over 35 years of 360 Feedback experience
  • Task Cycle based surveys
  • Validated research with over 200 million responses
  • Psychometrically sound instruments for accurate and meaningful feedback
  • Extensive norm base for competitive comparisons