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Stryker Uses 360-Degree Feedback to Examine Leadership Talent

As one of the world’s leading medical technology companies, Stryker Corporation stresses the importance of identifying and developing strong leaders. Using feedback for talent management and leadership development is something that Stryker takes seriously.

“We wanted to understand how our top leaders differ from the average leader, then maximize the strengths of our best leaders while also helping our average leaders develop into top performers,” says Stryker’s Vice President of HR, Mike Rude.

Using a combination of three assessments, Stryker set out to understand the profile of its most successful leaders. The company settled on 360-degree feedback and employee engagement assessments to understand individual behavior and employee engagement. It paired these results with performance evaluations taken from immediate supervisors and succession planning assessments. These evaluations were designed to measure operational performance (sales, production, quality, effectiveness, etc.). From this information, Stryker was able to clearly identify the profile of the top performer versus the average leader.

Stryker determined that its most successful leaders were those who scored within the top 25% in all three of these assessments. This resulted in a pool of approximately 10% of its management team. Stryker labeled this top 10% its top performers.

In reviewing 360-degree feedback scores, Stryker found that these top performers scored better than average leaders by about 10% overall. What it found most interesting, however, was that top performers showed significantly higher marks than their colleagues when it came to the soft skills.

Top performers scored 25% better than the average leader in developing others, building effective teams, fostering collaboration, integrity, and communicating effectively while simultaneously delivering better operational results. Armed with this information, Stryker now helps its leaders develop into top performers by providing 360-degree feedback, coaching, and development opportunities.

“We see a direct relationship between individual feedback, employee engagement, and overall performance,” says Rude. “We want leaders to take advantage of feedback and coaching for their development, while we present them with information that shows how their leadership directly impacts performance.”


This page contains links to various resources to help support the 360° feedback program at Stryker. If you would like to talk to the dedicated DecisionWise project manager for Stryker, contact Krystal Jenkins at 1.801.960.1400 or by email at

Process Overview

See an Overview of the Process>>
This page provides instructions on how to initiate the 360° feedback process.
Stryker 360 Process Questions and Answers (PDF)

Pricing and Payment

(download PDF)
A minimum of five (5) 360° feedback surveys are purchased at a time at $95 each ($475 total). You may also purchase individual surveys for $150 each. You will be invoiced by DecisionWise upon initiation of the survey process. Unused surveys can be used up to 12 months in the future. Usage will be tracked by the dedicated DecisionWise project manager.

Survey Options

There are four survey versions to choose from. Please select the appropriate survey based on the following definitions:

Employee-Professional: An employee-professional is typically an individual contributor at a U.S. domestic exempt or global equal role. For example: accountants, engineers, lawyers, and consultant level roles.
See the sample 360° Survey for Employees >>
Start a 360° Survey for Employees>>

Manager: The Manager level survey is for frontline managers who manage individual contributors either hourly or professional / exempt level. This typically includes supervisors, managers, senior managers and some directors at this level.
See the sample 360° Survey for Managers >>
Start a 360° Survey for Managers >>

Leader: Leaders at this level are typically charged with ‘managing other managers’ and leading beyond their own functional areas of experience. These roles will be high impacts, more broad-based roles typically categorized as Senior Directors, or Directors. People in these roles are typically directly below the General Manager / President/ Functional heads and above the frontline manager level.
See the sample 360° Survey for Leaders >>
Start a 360° Survey for Leaders >>

Executive: The executive level 360 feedback survey is targeted for vice presidents and above, managing divisions and leading organizations.
See the sample 360° Survey for Executives >>
Start a 360° Survey for Executives >>

Coaching Resources

Stryker 360° Feedback Coaching Training Webinar
This webinar is designed specifically for Stryker HR professionals who want to learn how to:

  • Initiate 360 surveys
  • Coach leaders on their 360° feedback
  • Interpret the Stryker 360° feedback report
  • Create a personal development plan

Password is: stryker

Download the Stryker 360° Feedback Coaching Workbook >>
Follow along during the webinar using this workbook as a reference guide.