Platform · 360° feedback
360° feedback for development
Gather feedback on observable behaviour from different perspectives. Use the insights to decide what to keep doing, practise or approach differently.
Fictional example
Three perspectives on the same project meeting
Noor · project lead
Noor wants to understand how clear the decisions and follow-up actions are after a project meeting. Open a perspective to see what each person noticed.
Self-reflectionNoor
“I give everyone room to contribute. I summarise decisions at the end, but rarely check whether everyone has understood them in the same way.”
ColleagueProject team
“I can share my ideas. Sometimes I leave the meeting unsure who will take the next action.”
ManagerProject organisation
“Noor keeps the work on track. At handover, I’d like to see straight away who owns each action and when it is due.”
Try it yourself with a slider and a comment
Noor and the manager answer the same question. Set each slider from 0 to 10 and explain what you observed in the meeting.
How clear are the follow-up actions after the project meeting?
Manager
Combined view
Average of the two sample scores / 10
The comments give the average context. Discuss where the perspectives differ and what action would help. Entries in this example are never saved or sent.
Turn feedback into a commitment
The meeting makes room for contributions. The wrap-up could be clearer about who will do what and by when.
Noor closes the next three project meetings with a single list of actions, owners and deadlines. Afterwards, Noor asks the team what has become clearer.
Gather and follow up on feedback
Choose a specific behaviour
Decide what you want feedback on. For example, ask how clearly you agree actions and invite people to describe a situation they experienced first-hand.
Compare perspectives
Set self-reflection alongside observations from colleagues and a manager, for example. Discuss recurring themes and where people experience the work differently.
Agree on one development action
Pick something you can practise in day-to-day work. Agree when to review it and what change others could observe.
A place in development conversations
360° feedback is separate from formal performance reviews. You can gather it after a project or when you want to learn something specific. Bring a relevant theme or development question to the next conversation and revisit the commitment later.
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