Multi-Perspective Feedback Survey: One Tool for Any Evaluation

Any evaluation that benefits from multiple perspectives: 360-degree employee reviews, peer feedback, supplier performance evaluations, customer satisfaction surveys, project retrospectives, event feedback, board evaluations, or fully custom assessments. The tool is completely configurable.

Our dedicated 360 template comes with 15 pre-defined questions across 5 leadership competencies, optimized for employee development. This multi-perspective tool is a blank canvas: you define the questions, evaluator groups, and use case yourself. Use the 360 template for standard employee reviews. Use this tool when you need custom questions or non-employee evaluations.

Unlimited evaluator groups. Typical setups: 360 reviews use 4 groups (self, manager, peers, direct reports). Supplier evaluations might use 3 (procurement, operations, quality). Project retrospectives might use 5 (team members, PM, client, sponsor, stakeholders). Each group can have different anonymity settings.

Flexible per group. You choose which evaluator groups are anonymous and which are attributed. Anonymous groups need minimum 3 evaluators to prevent identification. Single-source groups (like a manager) are naturally attributed. GDPR-compliant with no personal data stored.

AI computes dimension scores per evaluator group, then performs cross-perspective analysis. It identifies: (1) where all groups agree (strong signal), (2) where groups diverge (different experiences), (3) self-other gaps (blind spots), and (4) outlier perspectives. The unified report synthesizes everything into a narrative with specific, actionable recommendations.

Yes. Create custom dimensions like delivery quality, timeliness, communication, value for money, and flexibility. Assign evaluator groups from different departments that interact with the supplier (procurement, operations, quality). AI aggregates all internal perspectives into a comprehensive supplier scorecard. Track supplier performance over time.

Yes. Each evaluator group can receive a tailored questionnaire. For example, in a 360 review, direct reports might get questions about coaching and delegation, while peers get questions about collaboration and communication. Self-assessment can include reflection questions not shown to others.

In Germany, the works council has co-determination rights (BetrVG §87 Nr.6, §94) when digital evaluation tools are introduced for employee assessments. For non-employee evaluations (suppliers, customers, projects), no works council involvement is needed. Best practice for employee evaluations: involve the Betriebsrat early and frame the tool as development support.

For anonymous groups: minimum 3 evaluators to prevent identification. For attributed groups (e.g., manager, client): 1 is sufficient. For statistical reliability: 5+ per group is recommended. Single-source groups are attributed by nature. The more evaluators, the more reliable and nuanced the AI synthesis.

Yes, completely free. Includes configurable question sections, unlimited evaluator groups, flexible anonymity settings, AI cross-perspective synthesis, and unified reports. No credit card, no trial period.