360-degree feedback tool: See your strengths from every angle

We recommend starting with 5-8 people who interact with you in different ways on a regular basis. This gives you a good mix of perspectives without being overwhelming. Include your manager, some peers, and team members if you lead a team. You can always add more people later to broaden your employee feedback analysis.

Most users find that collecting feedback every 6 months works best. This gives you enough time to act on previous feedback and see improvement, while still maintaining regular check-ins. Some prefer quarterly reviews during periods of rapid growth or role transitions.

The feedback process typically takes 15-20 minutes to complete. We’ve designed it to be thorough yet efficient, focusing on specific examples and actionable insights. Reviewers can also save their progress and return later if needed.

Unlike traditional reviews, our feedback management system focuses specifically on what you are good at. It is not about bringing skeletons out of the closet or general performance ratings. It is about constructive peer feedback on where you add the most value to those around you. The feedback is ongoing and development-focused rather than evaluative.

Yes, the platform includes tracking tools that show how your strength usage evolves. You’ll see trends in how effectively you’re using each strength, whether you’re under-utilizing some or overusing others, and how different groups perceive changes in your approach. A continuous feedback platform ensures you are aware of these shifts over time.

The performance review platform includes clear instructions and examples for reviewers, helping them provide specific, actionable feedback. However, we also recommend reaching out to your peers before sending them the feedback request and giving more context about your goals when seeking multi-source feedback.