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PepsiCo
Global 360 feedback programme to
develop future leaders

Case study at a glance

1 Challenge
Develop consistent leadership behaviours across all markets

2 Solution
Integrated 360 system thats easy-to-use

3 Result
360 data helping individuals to develop and embedding consistent leadership behaviours

PepsiCo is the worlds second-largest food and beverage business and the global snack leader.
It employs over 285,000 people worldwide.

Were long-term partners with PepsiCo having been appointed in 2008 to design and implement a
bespoke 360 degree feedback programme for its global leadership population.

Challenge:
Better develop leaders using 360 feedback
360 degree feedback is very well embedded at PepsiCo, having been used by the organisation

Case study:
PepsiCo - Global 360 feedback programme to develop future leaders Call us today +44 (0)1932 222700 or visit www.etsplc.com
 since the 1980s. It has been central to PepsiCos developmental strategy ever since and has
become an ingrained part of the PepsiCo culture.

The challenge for us was to provide a more flexible and intuitive online 360 system, allowing their
leaders to get more effective feedback.

Solution:
360 feedback programme aligned with
business strategy
Design
We designed and implemented a 360 degree feedback programme from scratch that was tailored to
the unique needs of PepsiCo.

In order to improve leadership across the global business, PepsiCo runs four programmes
simultaneously: the 360 process, an upward feedback process, an employee survey and a Hogan
personality instrument.

According to the global organization development team at PepsiCo, its essential for those four
processes to work together:

It involves the complex integration across three vendors plus
PepsiCo. ETS were able to do that seamlessly by creating a single
portal for all of our employees, system administrators and HR
representatives to go to one single spot to do everything that

they need to do.

Participation
The integrated feedback system we build enabled the 360 feedback process to be streamlined
within the development process.

PepsiCo has found that employees have been very dedicated to the programme:

Our senior leaders clearly see the value of this process, up to
and including our CEO. Having such senior level support for our
programme is terrific. As a result, we get response rates consistently
above 90%, which really demonstrate our employees and leaders

commitment, involvement and engagement in the process.

Case study:
PepsiCo - Global 360 feedback programme to develop future leaders Call us today +44 (0)1932 222700 or visit www.etsplc.com
 Result:
360 data informing development plans and
improving future leaders
Response from leaders
The use of 360 degree feedback generated positive responses from the PepsiCo leaders. Up to
88% of its executives reported that using 360s as a developmental tool was better than most
previous developmental experiences.

One view of effective leadership

Since PepsiCo is a global company, the ability to measure employees with the same leadership
behaviours is important to communicate a consistent view of good practices. All leaders are
measured on the same set of behaviours across the organisation and locally.

Summary:
Business impact of 360
Increased participation and ease-of-use with integrated system
Leaders find it personally a valuable process for their development
The group is embedding a consistent set of leadership behaviours across all markets.

If youd like help with 360 degree feedback or a broader development challenge,
please contact us:

Call us on +44 (0)1932 222700

Or e-mail us at info@etsplc.com

Case study:
PepsiCo - Global 360 feedback programme to develop future leaders Call us today +44 (0)1932 222700 or visit www.etsplc.com