Overview provides a high-level summary of the 360° feedback results. The bar chart shows average scores by rater category (Self, Managers, Peers, Direct Reports, Clients), allowing you to compare how different groups perceive the individual.
The Dimension Scores chart shows averages grouped by the assessment's key dimensions, giving a quick view of relative strengths and development areas at a macro level.
The Competency Radar overlays all rater categories on a single radar chart, making it easy to spot where perspectives align or diverge. All scores range from 1 (low) to 5 (high).
How to interpret: Look for patterns where one rater group consistently scores higher or lower than others. Large differences between groups may indicate differing perceptions based on role relationships. Overall scores above 3.5 generally indicate strengths, while scores below 2.5 may highlight development priorities.
The Heat Map displays every trait score across all rater categories in a colour-coded grid, giving you a rapid visual overview of the entire assessment.
Colour key: Deep red (1–1.5) = significant concern, orange (1.5–2.5) = below expectations, yellow (2.5–3.5) = meeting expectations, light green (3.5–4.5) = above expectations, dark green (4.5–5) = exceptional strength.
How to interpret: Scan for clusters of red or green to identify broad themes. Look across rows to see how a specific trait is rated by different groups — consistent colours indicate agreement, while mixed colours suggest different experiences. Compare columns to see whether a particular rater group tends to rate higher or lower overall.
Scores from 1 (low) to 5 (high). Color intensity indicates score level.
Gap Analysis compares the individual's self-assessment against the combined average scores from all other rater groups. This highlights discrepancies between self-perception and how others experience the individual.
Positive gap (red) = the individual rates themselves higher than others do. This may indicate a "blind spot" — an area where the individual overestimates their effectiveness and may benefit from targeted feedback or coaching.
Negative gap (green) = others rate the individual higher than they rate themselves. This may indicate a "hidden strength" — an area where the individual is more effective than they realise and could leverage more confidently.
How to interpret: Gaps of ±0.5 or less typically indicate healthy alignment. Gaps greater than ±1.0 deserve attention in coaching conversations. Focus particularly on blind spots in critical competencies, and help the individual recognise and build on hidden strengths.
Positive gap = self rates higher (potential blind spot). Negative gap = others rate higher (hidden strength).
| Trait | Competency | Self Score | Others Score | Gap | Interpretation |
|---|
The Dimensions tab breaks down the assessment into its core dimensions, each containing multiple competencies and traits. Each dimension is displayed as a separate grouped bar chart showing scores by rater category.
This view lets you dive into specific areas of the assessment framework to understand which competencies within a dimension are driving overall scores up or down.
How to interpret: Compare the height of bars within each chart to see which traits are rated highest and lowest. Look for patterns within a dimension — if most traits cluster around the same score, the individual is fairly consistent in that area. Large variations between traits within the same dimension may suggest specific behaviours that need attention. Comparing rater categories within each trait shows whether the individual's performance is perceived consistently.
The Reliability tab assesses the statistical quality and trustworthiness of each trait score.
Mean is the average score. Standard Deviation measures how spread out the ratings are — lower values (below 1.0) indicate raters largely agree, while higher values suggest mixed opinions. Agreement summarises consensus as high, moderate, or low.
How to interpret: Traits marked as "Reliable" have sufficient responses and rater agreement to be considered statistically meaningful — you can act on these with confidence. Traits with low agreement or few responses should be interpreted more cautiously. Where agreement is low, it may be worth exploring why different raters have such different views, rather than relying solely on the average score.
Statistical confidence indicators for each trait score.
| Trait | Mean | Std Dev | Responses | Agreement | Reliable |
|---|
The Comments tab collects all qualitative feedback provided by raters, divided into two sections.
Additional Comments are general observations submitted at the end of the survey — these often capture overall impressions and themes that don't fit into scored questions.
Question-Level Comments are specific notes attached to individual question responses, providing context about why a particular score was given.
How to interpret: Qualitative feedback often provides the richest and most actionable insights. Look for recurring themes across multiple raters. Pay attention to specific examples or behaviours mentioned — these make excellent starting points for coaching conversations. Comments should be read alongside the quantitative scores to build a complete picture.
Optional written feedback submitted with survey responses.
In high-load periods, Ava Thompson can improve delegation and pacing.
Comments added to individual question answers.
Question: Bounces back from setbacks quickly.
Can improve speed of follow-up at times.
From: Peers
Question: Handles complaints or criticism gracefully.
Consistent in day-to-day execution.
From: Clients / Stakeholders
Question: Handles disagreements with professionalism and respect.
Consistent in day-to-day execution.
From: Direct Reports
Question: Adjusts their approach based on feedback received.
Can improve speed of follow-up at times.
From: Peers
Question: I act consistently with my stated values and principles.
I am intentionally working on this area this quarter.
From: Self-Assessment
Question: Is honest and transparent, even with difficult truths.
Consistent in day-to-day execution.
From: Direct Reports
Question: Maintains ethical standards even when it's inconvenient.
Strong presence in cross-team discussions.
From: Peers
Question: Actively develops their own capabilities without needing to be told.
Can improve speed of follow-up at times.
From: Managers
Question: Sets clear expectations for what success looks like.
Can improve speed of follow-up at times.
From: Direct Reports
Question: Holds all team members to the same standard, fairly and consistently.
Would benefit from slightly clearer expectation setting.
From: Direct Reports
Question: Manages our expectations honestly and effectively.
Keeps a calm tone during pressure.
From: Clients / Stakeholders
Question: Prioritizes effectively across competing demands.
Would benefit from slightly clearer expectation setting.
From: Managers
Question: Addresses poor performance promptly and constructively.
Can improve speed of follow-up at times.
From: Direct Reports
Question: Gives regular, constructive feedback on my performance.
Would benefit from slightly clearer expectation setting.
From: Direct Reports
Question: Communicates team goals and priorities clearly.
Would benefit from slightly clearer expectation setting.
From: Direct Reports
Question: I communicate my expectations clearly to others.
I am intentionally working on this area this quarter.
From: Self-Assessment
Question: Acts as a true partner rather than just a vendor/provider.
Would benefit from slightly clearer expectation setting.
From: Clients / Stakeholders
Question: Builds a sense of shared purpose and team identity.
Strong presence in cross-team discussions.
From: Direct Reports
Question: Influences others through logic and persuasion, not politics.
Can improve speed of follow-up at times.
From: Peers
Question: Maintains strong working relationships even through disagreements.
Consistent in day-to-day execution.
From: Peers
Question: Manages multiple contacts within our organization effectively.
Consistent in day-to-day execution.
From: Clients / Stakeholders
Question: Manages relationships with key stakeholders effectively.
Strong presence in cross-team discussions.
From: Managers
Question: Mediates conflicts within the team fairly and effectively.
Can improve speed of follow-up at times.
From: Direct Reports
Question: Navigates competing priorities between teams constructively.
Consistent in day-to-day execution.
From: Peers
Question: Represents the team's interests effectively to senior leadership.
Would benefit from slightly clearer expectation setting.
From: Direct Reports
Question: Represents the team's interests effectively to senior leadership.
Strong presence in cross-team discussions.
From: Direct Reports
Question: Shows genuine interest in understanding different viewpoints.
Strong presence in cross-team discussions.
From: Peers
Question: Communicates the purpose behind changes clearly.
Keeps a calm tone during pressure.
From: Direct Reports
Question: Creates a culture where constructive challenge is welcome.
Would benefit from slightly clearer expectation setting.
From: Managers
Question: Maintains momentum even when change initiatives face resistance.
Keeps a calm tone during pressure.
From: Peers
Question: Balances innovation with operational stability.
Would benefit from slightly clearer expectation setting.
From: Managers
Question: Drives improvement and innovation in their area.
Would benefit from slightly clearer expectation setting.
From: Peers
Question: Encourages the team to find better ways of doing things.
Consistent in day-to-day execution.
From: Direct Reports
Question: Proactively suggests improvements that benefit our relationship.
Can improve speed of follow-up at times.
From: Clients / Stakeholders
Question: Shares innovative ideas that benefit the wider organization.
Can improve speed of follow-up at times.
From: Peers
Question: Helps build the capability of those around them.
Consistent in day-to-day execution.
From: Peers
Question: Helps build the capability of those around them.
Strong presence in cross-team discussions.
From: Peers
Question: Invests time in developing others, not just their own results.
Can improve speed of follow-up at times.
From: Peers
Question: Creates a learning environment in collaborative settings.
Would benefit from slightly clearer expectation setting.
From: Peers
Question: Creates a learning environment in collaborative settings.
Keeps a calm tone during pressure.
From: Peers
Question: Creates opportunities for me to learn from others.
Can improve speed of follow-up at times.
From: Direct Reports
Question: Encourages peers to learn from each other.
Can improve speed of follow-up at times.
From: Peers
Question: Recognizes the contributions and growth of colleagues.
Keeps a calm tone during pressure.
From: Peers
Question: Builds trust with those outside our immediate team.
Consistent in day-to-day execution.
From: Direct Reports
Question: Builds trust with those outside our immediate team.
Consistent in day-to-day execution.
From: Direct Reports
Question: Tailors their communication to what I need to hear.
Would benefit from slightly clearer expectation setting.
From: Clients / Stakeholders
Question: Connects team efforts to stakeholder/client outcomes.
Consistent in day-to-day execution.
From: Direct Reports
Question: I handle stakeholder concerns promptly and effectively.
I am intentionally working on this area this quarter.
From: Self-Assessment
Question: Protects our confidential information appropriately.
Would benefit from slightly clearer expectation setting.
From: Clients / Stakeholders
Question: Adapts quickly when external conditions change.
Would benefit from slightly clearer expectation setting.
From: Peers
Question: Encourages the team to think about customer needs and external perspectives.
Consistent in day-to-day execution.
From: Direct Reports
Question: Explains how our team's work impacts other departments.
Can improve speed of follow-up at times.
From: Direct Reports
Question: Identifies and manages interdependencies effectively.
Strong presence in cross-team discussions.
From: Managers
Question: Aligns their team's work with the organization's strategic direction.
Can improve speed of follow-up at times.
From: Managers
Question: Anticipates how changes in their area will affect mine.
Strong presence in cross-team discussions.
From: Peers
Question: Anticipates our needs before we articulate them.
Can improve speed of follow-up at times.
From: Clients / Stakeholders
Question: Shares relevant market or industry context that helps me do my job better.
Keeps a calm tone during pressure.
From: Direct Reports
The Question Drilldown provides the most granular view of the assessment data, showing every question grouped by Dimension → Competency → Trait.
For each question you can see the average score, number of responses, colour-coded score dots (1 = red, 3 = yellow, 5 = green), and any associated comments. If rater names are visible, hovering over score dots will show who gave each rating.
How to interpret: This view is ideal for identifying the specific behaviours and questions that drive overall trait scores. If a trait score is low, drill into its individual questions to pinpoint exactly which behaviours are rated poorly. Examine the spread of dots — a mix of 1s and 5s tells a very different story from consistent 3s, even if the average is the same. Use this detail to create targeted, behaviour-specific development actions.
Questions grouped by Dimension → Competency → Trait with answer dots and comments.
The Deep Analysis Report uses deep knowledge and machine learning to synthesise all 360° feedback data — scores, gaps, patterns and qualitative comments — into a comprehensive narrative report.
The report identifies key themes, strengths, blind spots, and development areas across all dimensions and rater categories. It provides contextual interpretation that goes beyond raw numbers and offers actionable coaching recommendations.
How to interpret: The Deep Analysis Report is a starting point for deeper conversation, not a final verdict. Use it alongside the quantitative data on the other tabs to validate its conclusions. The AI excels at identifying patterns across large data sets that may not be immediately obvious. Pay special attention to areas where the Deep Analysis Report's analysis aligns with the quantitative gaps and comment themes.
Comprehensive psychological analysis generated by AI based on all 360° feedback data.
The HR Report is a free-form rich-text document where HR professionals or coaches can write their own analysis, recommendations, and action plans based on the 360° feedback data.
This report is saved against the assessment and can be edited at any time. Use it to document key findings, coaching plans, development goals, and agreed follow-up actions.
How to use: Summarise the most important themes from the quantitative and qualitative data. Identify 2–3 key strengths and 2–3 development priorities. Link development actions to specific feedback evidence. Set clear, measurable goals and timelines for follow-up.
Internal HR report with rich-text formatting.
The User Feedback report is a short, positive one-page document designed to be shared directly with the feedback subject.
It summarises their key strengths as perceived by colleagues and provides practical, positive actions they can take. This is not the full analysis — it is an encouraging summary suitable for the individual.
Positive summary for the subject with strengths and actions.
No user feedback report has been generated yet.
Click "Generate User Feedback" to create a positive summary for the subject. This may take 15–30 seconds.