360 degree feedback your leaders will act on

See what your leaders would get

Book a demo and we will walk you through a real report structure, the rater experience, and what a debrief actually sounds like. Most people who run 360s have seen the questionnaire before. The part worth ten minutes of your time is what happens after it.

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We run the debrief

Our occupational psychologists take the leader through what the data says, what it does not, and the two or three things worth changing first. Useful for senior people and for anyone receiving feedback they were not expecting.

Feedback sessions

Or your people do

Train your own team to interpret and deliver it, and the capability stays in the building. That is usually the right answer once 360s are running at any scale.

Training and accreditation

Leadership programs

As the opening diagnostic and again at the end, so the program has a before and an after rather than a feeling.

Alongside a behavioral read

How a leader is experienced, set against how they are wired. Two different questions, and the answers are more useful together.

Development at scale

Cohort-level patterns tell you what to build a program around, rather than guessing which module the group needs.

Sits inside the process you already run

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Frequently asked questions

FAQ description here

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What is 360 degree feedback?

360 degree feedback collects ratings on how someone works from the people around them: their manager, their peers, the people who report to them, and anyone else whose view matters, alongside the person's own rating of themselves. The value sits in the gap between how they see themselves and how everyone else does.

Is this 360 feedback software we run ourselves?

Yes. You set up the review, choose the raters and track completion on the platform, and reports generate as soon as the responses are in. You can run it entirely in-house once your team is trained, or we can run it for you.

Who do we ask to be raters, and how many?

Five rater groups are available and you decide which apply: self, manager, peers, direct reports and other stakeholders. More raters in a group means more honest aggregate data and better anonymity, and we will tell you the minimum worth running rather than letting a thin group produce a misleading report.

Do our people need to be trained to use it?

To interpret and deliver the results, yes, and that is deliberate: feedback handed over without a conversation is how 360s get a bad name. Either our psychologists run the debrief, or we accredit your team to do it.

Can we map it to our own competency framework?

Yes. The questionnaire can be mapped to your organization's framework so the feedback comes back in the language your leaders already use, rather than in ours.

Tell us who you are developing

The group, the program and what you want to be different at the end of it

360 degree feedback your leaders will act on

Why most 360 degree feedback goes nowhere

Five views, not one

Ten minutes per rater

Benchmarked outside your walls

Two reads,
written for two different readers

For the leader