180 DEGREES FEEDBACK REVIEW SOFTWARE

Regularly track the performance of your team using easy-to-use employee and manager
180-degree reviews by PeopleForce
Subtraction 5 TRY IT FOR FREE

Check the competencies of your employees with PeopleForce

Professional competencies are a set of skills, knowledge, behavior that are manifested in work situations and are necessary for the successful work. Before using the 180 degree review, you create a competency base so that later in the review cycles you can use ones that need to be assessed. When creating a review cycle for each of the selected competencies, you can add indicators – characteristics that help to understand in which work situations certain competencies are manifested. They act as clear parameters for each skill.

 
  • Sociability and stress resistance – now they are not just empty words, they have clear measurable indicators. In the assessment cycles, you can create as many questions as you like for each of the competencies, or not use them at all.
  • Add competencies to the base that apply to all staff, a specific department or a specific position

How a 180 degree review will make your team more effective

The 180 degree method will allow you to understand how employees assess their professional competencies in work situations, so as to efficiency and potential for future development in their current position. The same time, the review is conducted by managers who evaluate subordinates according to the same criteria. As a result, the system helps to objectively consider the work of each and find the most effective employees in the team.

  • Employee and managers review
  • View and share responses
  •  Set a Performance Review based on 180 Degree Feedback 

PeopleForce - your assistant in increasing efficiency of each employee individually and the team as a whole

Measure the competencies of your team

Build a competency base and add questions about them to the assessment cycle

Question Templates for both employee and manager

The system will ask the employee to rate himself, and the manager will rate the employee's efforts

Share review results with staff

After submitting the assessment, each manager shares the result with his subordinate

Private questions for managers

Possibility to ask private questions to the manager, and the employee will not see the result

Required questions on potential and effectiveness

Answer questions so the system can organize your results using the 9 boxes method

Instant statistics of review results

Visual statistics for each employee and a matrix of team performance

Customize question templates to fit your needs

The questions template is the backbone of your 180 degree review cycle. You can create a general template for employees and managers, or use an additional template for private questions, which will be visible only to the manager and the author of the cycle. The templates include mandatory blocks for assessing the potential and effectiveness. This data is required to generate a team performance report.

Employee evaluates himself, and manager assesses subordinates

In the template, you create a version of the question for the employee and separately for his manager. Questions can be asked by competencies and without them, making it possible to evaluate any of your actions for a certain period in the form of a rating from 1 to 5 or in text. After creating a cycle, employees receive their questionnaires to fill out, and the manager receives as many questionnaires as there are subordinates under his command.

  • The manager shares the results of his assessment with the employee 
  • When direct managers share their answers, the review cycle will be ended
 

Collect statistics on performance and potential

As a result of the review cycle for each employee, there  will be a statistics page, where you will see all the coincidences and discrepancies in the self-evaluation and manager’s review. The results can be discussed by scheduling a 1-on-1 meeting, the manager has this function after the ending. General statistics based on the 9 boxes method will also be available. Employees with low results will fall into the risk zone – a signal to take action and establish communication in order to find out what is wrong with motivation. Employees with high marks will fall into the category of “stars” of the team – so you will see who can apply for top roles and possible promotion.

Potential review using the 9 boxes matrix

The 9 boxes matrix allows you to quickly and efficiently identify employees with high performance and / or potential. It consists of 9 easy-to-use blocks and shows the strengths and weaknesses of the team, as well as the risk zone – employees who are burned out or work ineffectively.

In order for the matrix to automatically divide employees into blocks, employees evaluate their potential and performance in each cycle. Managers can view the results and use them to decide on staff career changes.

    • Identify employees with potential for higher positions
    • Identify employees who need support or help
    • Analyze which tasks require additional staff