4.7
Star
on Capterra
4.6
Star
on G2
4.8
Star
on Trust Pilot
4.5
Star
on Trust Radius
Not because the feedback was wrong, but because of what happened after it came in.
People suspected the recipient's manager could work out who wrote what. So the answers came in softer than the team actually felt, and the picture ended up rosier than reality.
Forty scores and eighty comments landed on the recipient's desk. All of it was true, none of it was priorities, and the person receiving it wasn't sure what to do first.
The 360 report existed. The follow-up didn't. Twelve months later, the same cycle ran, and the same growth areas came back a second time.
Three steps, and the first one is something you could get done this week.
Pick the skills and behaviors that matter — leadership, communication, coaching, execution, or pull them from a library. Invite the person themselves, their manager, three to six peers, and their direct reports if they have them. Answers come in without names attached.
Ratings across each competency, sorted from clearest strength to biggest opportunity, with the difference between what the person thinks of themselves and what the people around them think. Written comments get grouped into the subjects raters kept raising.
A short write-up for the person, framed to help. A summary for the manager, if the program calls for one. A cohort read-out for HR that shows which competencies most teams are strong or short on, so the coaching goes where it will do the most.
Self
1
Manager
1
Peers
6
Direct reports
4
Cross-functional
3
Coaching
+0.4
Collaboration
+0.5
Communication
-0.2
Strategic thinking
-0.4
Development plan · J. Kim
campaignHeard from: This cycle"Communication – work on stakeholder alignment"
Honest peer feedback only shows up when people believe the answers can't be traced. This one is designed so belief is a mechanism, not a promise on the intro page.
The record itself doesn't hold a name or ID for the rater. It can't be reconstructed later, even by us.
A rater group's picture doesn't unlock until enough people in that group have answered. One or two peers never become a report.
Ratings and grouped themes, not the individual comments in the order they arrived.
Every time someone opens the reporting, it's written to a log.
Six things that separate a 360 program that changes behaviour from one that just runs on schedule.
Pick from a library of research-backed competencies or write your own. Add role-specific ones as you go. Nothing about the framework is fixed.
Self, manager, peers, direct reports, cross-functional partners. Choose the groups per program, weight them differently if you want, and add or remove groups without rebuilding the survey.
Automated reminders keep completion rates up without anyone knowing who's answered and who hasn't.
Strengths and growth areas in order, differences between self and other views, and the subjects people keep raising in their written feedback.
See which competencies most teams are strong or short on, and where coaching would do the most good.
Repeat the cycle every year or twelve months into a program, and each report shows what changed since last time.
One worked example with made-up numbers. Your competencies, raters and cadence would be your own.
Development plans come from a summary, not a wall of comments
Every number on this page is made up. Real programs start looking like this within a few weeks of going live.
The employee's manager, six peers, four direct reports and one cross-functional partner are invited. Each response arrives without a name attached to it.
Reminders go out to whoever hasn't answered, without anyone knowing who they are. Each rater group's picture unlocks once enough answers are in.
The person sees their own strengths and growth areas in order, along with how the picture differs from the way they see themselves. The manager sees a summary framed for coaching, not judgement.
The employee and their manager agree on the two things worth focusing on next. Six months later a shorter mid-cycle pulse checks progress. The following year, the full 360 shows the shift.
A few short walkthroughs, recorded in the product.
Take a TourEmployee experience management requires more than just an annual performance review or employee satisfaction survey. Get the full picture with an EX system that keeps the conversation going and delivers insights year-round.
Design FocusAnonymous surveys invite more candid responses by protecting participant identity even from the project administrator. Boost response rates and data quality with anonymous settings. Learn how!
Design FocusWith our convenient and easy to use Question Bank, there's no need to retype the same questions over and over. Simply deposit a question into the survey question bank, then make a withdrawal whenever you need to use it later!
Data & ReportsGet the complete picture of a participant's opinions, experiences, or understanding by viewing all of the participant's answers in one report. The Individual Response Report lets you drill down to the details for complete clarity in your analysis. Learn more!
Real customers, and what changed for them.
"Our employees are now empowered to go above and beyond for our guests, thanks to the analytics and reports from Sogolytics."
Maria Urquiola
HR Manager, Embassy Suites Orlando
Organizations run their people programs on Sogolytics
96.7% renewal rate · trusted by K-12 districts, healthcare systems, credit unions and hospitality operatorsFive things that tend to matter once procurement gets involved.
The record itself doesn't carry a person on it.
Strengths and growth areas in order, framed to help.
Every account gets a named Strategic Account Manager.
Which competencies are strong across the organisation and which need coaching.
That's ours.
Three ready-made starting points you can pull into your account and reshape.
A standard 360 with the core competencies already set for the person, manager, peer and direct-report groups.
See this templatearrow_forward
A structured performance review from the perspectives around each employee.
See this templatearrow_forward
A short direct-report survey on manager support, delivered separately from the full 360.
See this templatearrow_forwardCustomer and people data comes in, feedback and events go out, on whatever schedule suits you.
Pull rater lists, managers, peers and direct reports, from your HR system so nobody's rebuilding it in a spreadsheet.
Deliver the invitations in the chat tools your team already uses, with reminders that don't break anonymity.
Employees sign in with the credentials they already use.
Drop a file on a schedule when a direct connection isn't on the table.
Independently audited controls at every layer, and your data stays in whichever region you choose.
What is 360 feedback software?
Is a 360 response really anonymous?
Who sees a 360 report?
How many raters should we ask?
How often should we run a 360 cycle?
How quickly can we launch a program?
What are the benefits of using a 360 degree employee survey tool?
How do you conduct a 360 degree review?
What questions are asked in a 360 review?
Can employees track progress after a 360 feedback project?
What companies should use 360 degree feedback software?
Book a demo and we'll walk you through it, from the invitation going out to the development plan coming out the other end.
Includes all Basic features and:
24/7 email support
Includes all Plus features and:
Expedited email support
Includes all Pro features and:
Priority email, phone & chat support
Includes all Premium features and:
Dedicated Account Manager
Typical Rave Review
Description
