360° Feedback

Maximum flexibility

Adapt the questionnaire, scale, categories of evaluators, and what to rate to suit your needs

Thanks to its complete flexibility, 360° Feedback can easily be used by smaller companies, which want to have their content advised, as well as by large companies, which have their own ideas about the questionnaire content, rating scale, categories of evaluators, language versions, and other settings.

Each client can create the questionnaire they need. A default solution is available in our system’s library, which has been expertly designed and focuses on the following competencies: personal, work, interaction with others, team leadership, strategic management and business. You can influence and modify the questionnaire in any way you want, including the rating scale used.

If you are not comfortable with the standard division of the groups of evaluators into supervisors, peers, and subordinates, you can define your own groups. You can also make available to the different groups of evaluators only those questions that are relevant to them. For example, an external client doesn’t have to answer unnecessary questions about your effectiveness in conducting meetings or delegating tasks. In addition to the classic 360° Feedback, our online solution can also be used for 180° Feedback, as a self-assessment tool, or as a platform for evaluating and setting goals or development plans.

Nomination of evaluators

Choose from different nomination options to suit your needs

You can keep the whole process firmly in your control to reflect your company culture and experience with 360° Feedback. You can also opt for a combined solution, where the project manager nominates some evaluators and the evaluators nominate themselves, e.g., only colleagues will be evaluators. You can even leave the 360° Feedback entirely in the hands of the evaluators. They can appoint evaluators themselves, send invitations and reminders, close the whole project, and see their output reports at the end. There are plenty of options, and you’re sure to find one that suits you.

Variable outputs

Instant individual and team deliverables in your preferred scope

You can start with our predefined output report variations or create customized reports. With dozens of charts available in the options library, putting together a report to suit your preferences is easy. You can also generate several types of reports with more or less detail for each person evaluated – managers tend to appreciate the more concise ones, while coaches prefer the more detailed ones. At the same time, you can generate any number of team deliverables. The first variant of team deliverables is average team deliverables, where you can focus on the development areas of teams and other units. The second variant is comparative team outputs, which allow you to compare all members of a selected team at once. Planning the development needs of teams then becomes much easier!

Importance of questions

Put data into perspective and measure the importance of questions

You can enrich your results with additional levels of helpful information. For each question, you can rate it on any scale and express the level of importance of the question. That lets you know not only what employees rate favorably or critically but also how important the issue is to them. That means in further development, you can focus on what is truly relevant and essential.

Benchmark

Set an internal benchmark and the ideal competence profile

In the individual exit report, you can set an internal benchmark and define the percentages as you see fit. For example, you can define the average score of the top 10 % of employees as the benchmark. Comparing people with the best could motivate employees to develop further. Similarly, you can set an ideal competency profile in the outputs, i.e., the optimal score the evaluated employees should achieve.