How it works
A clear journey for everyone involved
Explore the complete workflow in a guided demonstration using fictional people and feedback.
Choose what you want to develop
Select the people receiving feedback, the relevant competencies and the questions that will help colleagues describe observable behaviours. Decide the rater groups, participation requirements, dates and report recipients before the cycle begins.
Nominate and review raters
Where nomination is enabled, participants propose colleagues from the permitted groups. The manager reviews the list and can approve it or request changes. Organisation-chart suggestions help identify relevant relationships.
Collect observations
Raters answer behaviour-based questions and contribute comments. They can distinguish a low rating from something they have not observed. Optional AI assistance can help with voice input or more specific wording; the rater decides what to submit.
Apply the feedback protections
Reporting checks whether anonymous groups have enough responses. Comments follow sanitisation and human review before publication.
Deliver and discuss the report
The report brings together strengths, self/other gaps and relevant group differences. Delivery follows the organisation's chosen recipient rules. Give the person time to understand the findings and choose a useful development focus.
Agree a practical goal
Turn a finding into a SMART goal with a due date, milestones and progress status. Choose something specific enough to practise in everyday work and clear enough to revisit later.
Run a Progress Check
A few months after the report, the same colleagues answer a short survey on the skills the person chose to develop, to see whether they notice a change.
Have a question about your programme? Contact us.