Better leadership, visible and developable
Managers shape satisfaction and retention in a team more than any other factor. With 360-degree feedback and team-specific reporting, you make leadership quality visible and develop it further.
Our experts advise you personally
and guide the entire process
The solution
From gut feeling to reliable leadership development
Anonymous feedback, segmented analysis and a personal development report for every manager. Not a monitoring tool, but material for the next development conversation.
360-degree feedback
The full picture, not just the view from above
Conventional appraisals come from one direction. With 360-degree feedback you gather four perspectives: team, peers, supervisors, self-image. Comparing self-perception with how others see you uncovers blind spots, anonymously and agreed with the works council. You bring your competency model, we map it in the platform.
Team-specific reporting
Make leadership quality visible, at every level
You see not just the overall score, but results per team, department and manager. Where leadership works, you see it in black and white. Where it's stuck, too. Benchmarks and trends over several cycles show where the scores are heading.
How marcapo gives managers and teams access to the same data
“Dadurch, dass wir sowohl Führungskräften als auch den Mitarbeitern selbst einfach einen Einblick in die Auswertungen und Berichte geben können, wird das Vertrauen innerhalb des Unternehmens gestärkt.”
Melanie Matern, Abteilungsleitung Personal, marcapo GmbH
Personal development report
Every manager sees their own results first
Strengths, blind spots and starting points are in the personal report, with self-image and others' perception side by side. You define who may view it during setup and can make it binding in a works agreement. The Kultify project team helps prepare the next development conversation, not an anonymous algorithm.
Development tracking
Feedback alone changes nothing
In the development conversation, each result becomes a concrete action, together with your project team and the manager. With pulse surveys you measure in between whether the action changes anything. The next main survey shows the trajectory, with the same questions over time.
Good leadership is measurable. So is bad leadership.
of the variation in team engagement is down to the direct manager
of those wanting to leave cite their direct manager as the reason
higher engagement in teams with good leadership quality
The process
From survey to better leadership in five steps
- Step 1
Goals & design
We clarify which leadership competencies matter to you and build the right questionnaire: 360 feedback, a leadership module in the employee survey, or both.
- Step 2
Communication & rollout
Managers and employees are informed in advance. We provide communication templates and help with the works agreement.
- Step 3
Collect feedback
The survey runs anonymously and automatically. Managers and teams respond at their own pace.
- Step 4
Interpret results
Each manager receives their personal report. HR sees aggregated patterns. Your project team helps with interpretation.
- Step 5
Develop & measure
Results become individual development plans. With pulse surveys you measure again after three and six months.
Frequently asked questions about leadership development
Leadership development
Develop leadership quality instead of leaving it to chance
In a personal conversation we show you how Kultify connects leadership feedback and development tracking. And how other companies use it to reach better leadership step by step.
What we'll talk through with you
- Employee surveys with minimal effort
- Straightforward rollout including training
- GDPR-compliant, anonymous, agreed with the works council
- One tool for HR, leadership and management
