Platform
A useful 360 programme brings together the right questions, the right perspectives and an achievable next step. FeedbackMount connects those stages so participants can move from understanding feedback to working on it.
Start with a competency framework and adapt it to the behaviours your organisation wants to develop. Combine ratings, observable behaviour descriptions and open questions. Preview the questionnaire before launching a cycle.
Published questionnaire versions remain associated with the cycles that use them, so later edits do not silently change a report already delivered.
Invite managers, peers, direct reports and cross-functional colleagues. Use nomination and approval to check who can provide meaningful observations. Follow participation and address gaps before closing the cycle.
Explain how the feedback will be used, which parts are anonymous and what the participant needs to do. Let people record what they have observed and choose “Not applicable / Haven't observed” when they lack a basis for a rating.
Show strengths, self/other gaps and differences between groups. Use the report to agree a practical development goal rather than treating the final score as the end of the process.
Set dates and milestones, follow progress and use a focused Progress Check to revisit selected skills. The person can see how later feedback compares with the earlier report.
The organisation attention heatmap helps HR and leadership explore where to offer support on any surveyed topic.
Have a question about your programme? Contact us.