Feedback

Six assessments.No separate vendor.

Results sit on the employee record, so a development conversation uses the same data as the hiring decision did. No separate vendor, no separate login, no CSV in between.

What is Gert Abildskov’s DISC style?
D: direct, results-driven and decisive. Dominance 90, Influence 60, Steadiness 30, Conscientiousness 44.
Draft · talking points for your next 1:1
His strengths and possible blind spots, to editApprove
Book a demoSee a DISC profile

Assessments

DISC, Big Five, Enneagram, 16 types, Strengths, Drivers.

Each framework has its own survey, its own results view and an About page explaining what it does and does not tell you. They run from the same place as reviews, so one evaluation can combine a self-assessment, a manager review and a personality profile.

  1. 1Five completed, split across the four quadrants. Steadiness is the largest group.
  2. 3The team map puts everyone on the same four quadrants.
DISC results for a team: distribution across the four quadrants, overview, team map and each employee’s result1234
  1. 2Who is invited, who has answered, and 8 minutes on average to answer.
  2. 4Each person’s full report, stored on their employee record.

Reviews

Evaluations built from templates you control.

Review templates decide what is asked, of whom, and who sees the answer. An evaluation can run across the whole company or one department, and what comes out of it links to the job profile and the skill gaps that Learning then acts on.

  • Templates per review type, editable without a consultant
  • Evaluations by company, department or job family
  • Self-assessment, manager review and peer input in one evaluation
  • Outcomes linked to job profiles and identified skill gaps
  • Pulse surveys with a response threshold before results appear
Feedback overview: open rounds, response rate, scheduled rounds and the wellbeing pulse, with the engagement pulse by question, wellbeing over time, eNPS and how many MUS and manager reviews have been held1234
  1. 14 open rounds, 1 past due. 22 of 46 have answered the live surveys; 24 can be reminded.
  2. 2The engagement pulse question by question, Q2 against Q1: 21 of 27 answered.
  3. 3Wellbeing per quarter: 3.7 of 5 so far in Q3, from 6 of 10 answers.
  4. 4MUS and manager reviews: 40 of 42 held, 2 still to hold this year.

The employee

Get feedback right in your HR system and measure development over time.

A 360° peer review or a DISC profile: each result lands on the same employee record, next to the job profile it can be compared against.

  • DISC · Big Five · Enneagram · 16 types · Strengths · Drivers
  • Each with its own survey, results view and explanation
  • Results stored on the employee record, not in a vendor portal
  • Comparison against the job profile the person holds
  • Anonymity thresholds on pulse surveys that managers cannot bypass
A 360° peer review about Taylor Brooks: who sees the answers, statements rated 1 to 5 with a Don’t know, and sections from the template123
  1. 1Taylor sees the answers only as an aggregate of at least 3 peers, and the form says so before anyone rates.
  2. 2Each statement rated 1 to 5 with the scale’s words shown, a Don’t know, and an optional comment.
  3. 3Sections from the template: communication, then collaboration.

What is in it

Feedback, in full.

Six frameworksDISC, Big Five, Enneagram, 16 types, Strengths and Drivers.
TemplatesReview templates you edit yourself, per type of conversation.
EvaluationsCompany-wide, per department or per job family.
Pulse surveysWith an anonymity threshold managers cannot override.
Karma summariesDraft summaries of an evaluation, for a person to check and approve.
Into learningIdentified gaps become an assignable learning path.

See it on your own data.

A 30-minute walkthrough with someone who knows the module, and your org structure, not a demo tenant.

Book a demoSee pricing