Inside the report
Clear, kind and useful
At a glance
The top 5 strengths and areas to improve
Page two of every report sums it up: the five areas colleagues rated highest, the five rated lowest, and a one-minute summary of what to keep doing, start doing and watch out for.
- Ranked by colleagues’ average, with your own view kept separate
- A one-minute summary written for the person, not for HR
- Scores shown in words like “Very good”, so it reads like feedback, not a test
Your 360° feedback report
Maya Santos
Page 2
✦ Your feedback in one minute
Colleagues rate you highest on “Explains why the team’s goals matter”. Your clearest opportunity is “Makes sure quieter people get heard”.
Generated from the scores. Check it against the detail that follows.
Ranked results
Every area, every group, in plain words
Each area is ranked with a traffic-light bar for colleagues’ average, then how the manager, peers and direct reports each see it, so differences between groups stand out. Groups too small to stay anonymous are merged automatically, and blind spots get their own page.
Your 360° feedback report
Maya Santos
Your top strengths
Your top strengths
Playing to your strengths is one of the fastest ways to grow. Check whether you agree, and compare how each group sees you. The bar is the average from everyone except you.
| Area | Colleagues’ averagePoorExceptional | Your view | Manager | Peers | Direct reports |
|---|
These 5 areas were given the highest scores
| Explains why the team’s goals matter | Very good | Exceptional | Exceptional | Exceptional | |
| Shows how my work connects to the team’s goals | Very good | – | – | Exceptional | |
| Explains where the team is heading | Very good | Very good | Exceptional | Very good | |
| Sets goals that everyone involved understands | Very good | Very good | Exceptional | Very good | |
| Gives me work that stretches my skills | Very good | – | – | Very good |
Next steps
What to do about it
For each area to improve, the report explains why it matters, gives two or three things to try in the next 30 days and how you’ll know it’s working.
- Practical, specific ideas instead of generic advice
- A personal development plan to fill in, pre-filled with the lowest-rated areas
- Ready for a debrief with a manager or coach
Your 360° feedback report
Maya Santos
What to do about them
What to do about them
1Makes sure quieter people get heard
What people are seeing
Colleagues rated this 2.6 out of 5, and you rated it 4.0.
Why it matters
When people feel heard they bring problems early and share their best ideas; when they don’t, they go quiet.
Try this in the next 30 days
- In your next three meetings, summarize what you heard before you give your own view.
- Count to three before replying when someone finishes speaking.
- Ask “What am I missing?” at the end of each decision discussion.
You’ll know it’s working when
People bring you problems earlier, and say “thanks for hearing me out”.
Sharing
Made for debriefs
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Send a private link that expires after 14 days, so a coach or manager can read the report before the debrief.
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