Customer profile
P4 Sp. z o.o. is the operator of the Play network. Since November 2020, the company has been part of the Iliad Group. The brand was commercially launched in 2007, and 10 years later, Play became the number one mobile operator in Poland. The company’s advertising slogan is: “PLAY – the most frequently chosen network in Poland.”
Play is a consumer-friendly operator providing services to over 15 million subscribers. Play provides mobile telephony, messaging, data, and video services to individual and business customers (especially SMEs) on the basis of subscription contracts and prepaid offers. Its modern 2G/3G/4G LTE/5G telecommunications network covers 99% of the Polish population.
Challenge
P4 decided to assess leadership behaviors within the organization. The entire process was divided into several stages spread out over time. The first step was an initial study aimed at assessing the baseline level of managerial leadership competencies. Then, based on the analysis of the results of the 360-degree survey, a plan and appropriate recommendations and training and development activities were to be developed. The last step of the process involved a repeat survey at an appropriate interval, on the basis of which a final assessment of the achievement of the objective was to be made.
The company did not have a tool that would allow it to carry out such an assessment efficiently. It was very important that the tool automatically generate reports with feedback on how managers are perceived by their subordinates, colleagues, and superiors. As a result, this would provide a comprehensive picture of how they are assessed at the beginning of the entire process, which was to serve as a basis for what they were to work on.
„We didn’t have a tool that could support us in this. 360 surveys are complex, with many people evaluating one person, for example, and a lot of information being collected, which only when properly linked and aggregated provides valuable data and conclusions.”
The size and scale of the survey, as well as the dispersion of employees, i.e., managers located at headquarters and in the sales network throughout the country, also posed a challenge. The survey assumed quantitative feedback, i.e., ratings on a scale, as well as qualitative feedback, where participants could enter comments.
„We were looking for a tool that would support us in this process. We knew we needed a digital tool that would automate the process of collecting feedback.”
Solution
The Feedback 360 system supports companies in conducting the feedback process quickly and intuitively – providing feedback using the 180, 270, and 360-degree methods. P4 noticed this. The offer fully met the customer’s needs and expectations, and the implementation itself, in accordance with the requirements, was quick and efficient.
„We really liked the flexibility of both the solution itself and the team. Our first contact with the application gave us the impression that the assessment and feedback system is exactly what we expect and need.”
First, managers were informed about the planned feedback collection process. Then, the entire organization received a message that the process of collecting feedback for managers was beginning, with the aim of improving the quality of leadership and establishing a standard for Play network managers.
As the feedback collection process began, employees received an invitation to participate in the survey via an email generated by the system, which included the rules for providing feedback and the duration of the survey. Once the feedback was collected, managers received an automatic notification that their individual summary report was now available.
„The feedback system is a very simple and intuitive tool. Its ease of use for administrators is undoubtedly a great advantage. From the user’s perspective, the survey format itself is user-friendly and straightforward. Well-organized and clear reports, as well as the ease of viewing results on the platform without having to generate a PDF file, are among the system’s greatest advantages.”
Results
The system collected several thousand evaluations in the first round, and over three hundred managers received feedback.
„Previously, we were only able to conduct 360-degree surveys for selected units through an external consulting firm. The internal system has opened the way for us to implement the process on a large scale.”
The implementation of a feedback collection system has enabled P4 to take care of the area of competency research, which, without the right tool, was previously difficult for the company’s employees to approach.
„The survey using the feedback tool went very smoothly. Considering the large scale of the survey, the system proved itself in every respect. As a result, we plan to continue collecting feedback systematically via the platform.”
Feedback 360 System – a system for providing feedback
Feedback 360 supports companies in conducting quick and intuitive periodic employee evaluations using the 180/270/360-degree method. We invite you to talk to our advisors and see the system’s capabilities in practice.
Mariusz Andreasik
Mariusz knows HR from the business side, from clients, and from everyday conversations that lead to real change in organizations. He listens to companies' needs and shows them that HRcode can do more: implement faster, manage better, and develop people more effectively.
He is the originator of many solutions in the HRcode system, and his sales experience translates into a practical approach to technology.
On his blog, he shares inspirations, trends, and examples of implementations that show that automated, modern HR is not the future—it is the present.
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