Support collaboration between people and teams
360° Feedback is a great personal development tool that provides a comprehensive view of the participant. He or she gets structured feedback from multiple respondents, most often supervisors, colleagues, and subordinates. Self-assessment completes the overall picture. Anonymity is assured.
Adapt the questionnaire, scale, categories of evaluators, and what to rate to suit your needs
Nominate an unlimited number of evaluators and administrators without affecting the price
Choose from different nomination options to suit your needs
Instant individual and team deliverables in your preferred scope
Put data into perspective and measure the importance of questions
Set an internal benchmark and the ideal competence profile
Classic 360° Feedback provides an excellent springboard for further development and a comprehensive view of the participant across typical competencies. It gathers feedback from many respondents, most often supervisors, colleagues, and subordinates. Self-assessment completes the overall picture.
360° Feedback – Emotional Intelligence is based on the classic "thirty-sixty" principles. A broader group of people assess employees according to pre-defined areas, which in this variant focus mainly on areas related to emotional intelligence. You can supplement it with a test of Emotional Intelligence from a range of psychodiagnostic methods.
Multifeedback is a feedback tool especially useful in agile or project teams. It provides an evaluation of everyone, regardless of hierarchy or role. It also offers a "Hundred Dollar Question" feature for bonus distribution.
We approached TCC online to help us set up a process for getting feedback from employees. They completely exceeded our expectations with their professional approach, initiative, and speed of their processing. The cooperation was very pleasant. TCC online representatives were always responsive to our requests and tried to empathize with our environment, which clearly showed in the quality of the overall output. It was definitely not our last cooperation, and we highly recommend TCC online!
Human Resources / ZF Engineering Plzeň s.r.o.
I highly recommend cooperation with TCC online. Together we worked on 180° Feedback for senior employees. TCC online provided quality and fast support in the overall administration, questionnaire processing and final report. They were available for questions and tailored solutions to our needs. The survey outputs gave us a picture of the organization and leaders from several different perspectives.
Interim HR Manager / Můj personalista s.r.o.
With TCC online, we have implemented 360° Feedback for top management. We found the cooperation pleasant and beneficial. I especially appreciate the flexibility of the online tool and its ease of use, as well as the consultants' approach, which was friendly and oriented to our needs. The evaluation outputs are clear and can be adapted to different requirements. We like to stay in touch with TCC online, especially through professional events.
HR Specialist – Education / COLAS CZ, a.s.
We chose TCC online to conduct an employee satisfaction survey and for 360° Feedback. What we appreciated most about the cooperation was the speed, professionalism, and effort to meet our needs. The 360° Feedback method was entirely new for our company, and we greatly appreciated the advice, opinions, and recommendations we received from TCC online. The implementation of both projects went smoothly, and the cooperation with TCC online representatives was enjoyable. We highly recommend them.
Ing. Anežka Bruštíková
HR and Training Assistant / Liebherr – Stavební stroje CZ s.r.o.
360° Feedback costs only 40 EUR for each evaluated person, regardless of the number of evaluators. Administration and team deliverables are included free of charge. Additional services are also available.Go to price list
Thanks to the flexibility of our tool, you can tailor output reports in detail to fit your exact needs. The content of the output reports can be customized to maximize the benefit for different types of users, whether managers, coaches, or appraisees.Try for free
Within the individual 360° Feedback reports, you can create free output from several predefined categories. For example, you can use a different type of report for an appraisee and another for a supervisor or coach. You can also simply combine the output yourself precisely to your liking. Choose from dozens of charts and reports. For more sample multiple reports, please refer to the specific version of the thirty-six.
Thanks to its complete flexibility, 360° Feedback can easily be used by smaller companies, which want to have their own content advised, as well as by large companies, which have their own ideas about the questionnaire content, rating scale, categories of evaluators, language versions, and other settings.
Each client can create the questionnaire they need. A default solution is available in our system’s library, which has been expertly designed and focuses on the following competencies: personal, work, interaction with others, team leadership, strategic management and business. You can influence and modify the questionnaire in any way you want, including the rating scale used.
If you are not comfortable with the standard division of the groups of evaluators into supervisors, peers, and subordinates, you can define your own groups. You can also make available to the different groups of evaluators only those questions that are relevant to them. For example, an external client doesn’t have to answer unnecessary questions about your effectiveness in conducting meetings or delegating tasks. In addition to the classic 360° Feedback, our online solution can also be used for 180° Feedback, as a self-assessment tool, or as a platform for evaluating supervisors and setting goals or development plans.
In our 360° Feedback, you only pay for those you evaluate. You can nominate unlimited evaluators and project managers. You can assign different administrators or guests to projects, again without restriction.
You can keep the whole process firmly in your control to reflect your company culture and experience with 360° Feedback. You can also opt for a combined solution, where the project manager nominates some evaluators and the evaluators nominate themselves, e.g., only colleagues will be evaluators. You can even leave the 360° Feedback entirely in the hands of the evaluators. They can appoint evaluators themselves, send invitations and reminders, close the whole project, and see their output reports at the end. There are plenty of options, and you’re sure to find one that suits you.
You can start with our predefined output report variations or create customized reports. With dozens of charts available in the options library, putting together a report to suit your preferences is easy. You can also generate several types of reports with more or less detail for each person evaluated – managers tend to appreciate the more concise ones, while coaches prefer the more detailed ones. At the same time, you can generate any number of team deliverables. The first variant of team deliverables is average team deliverables, where you can focus on the development areas of teams and other units. The second variant is comparative team outputs, which allow you to compare all members of a selected team at once. Planning the development needs of teams then becomes much easier!
You can enrich your results with additional levels of helpful information. For each question, you can rate it on any scale and express the level of importance of the question. That lets you know not only what employees rate favorably or critically but also how important the issue is to them. That means in further development, you can focus on what is truly relevant and essential.
In the individual exit report, you can set an internal benchmark and define the percentages as you see fit. For example, you can define the average score of the top 10 % of employees as the benchmark. Comparing people with the best could motivate employees to develop further. Similarly, you can set an ideal competency profile in the outputs, i.e., the optimal score the evaluated employees should achieve.