Targeted development for your managers
Your managers learn how they are really perceived: by their team, by colleagues, by their superiors. This creates development based on honest feedback, not on guesswork.
Our experts advise you personally
and guide the entire process
Companies across Germany, Austria and Switzerland trust Kultify
Your managers see what has been hidden from them until now
Self-perception and how others see them often diverge for managers. You make this gap visible: anonymously, from different perspectives, and with reports that carry the next development conversation.
Self-assessment shows only half the truth
How a manager comes across is decided in how others experience them. The 360° feedback overlays several perspectives and reveals where self-image and perception diverge. That is exactly where development begins.
Centrally managed or self-started
Some organizations prefer a centrally managed rollout. Others give managers responsibility for their own feedback. You can take either path and decide for yourself what fits your culture.
Go into the next coaching conversation with a clear basis
Feedback is only as good as what happens afterwards. The evaluation shows strengths, blind spots and starting points in a form that carries the next coaching conversation. To keep feedback honest, the evaluation belongs in development, not in performance reviews.
Honest feedback only emerges with guaranteed anonymity
The biggest risk in 360° feedback: respondents hold back. At Kultify, identity and response data are separated server-side, and results appear only above an agreed minimum number of responses. That lets people say openly what they think.
What makes 360° feedback reliable
perspectives configurable to your model (self, team, colleagues, superiors)
respondents per perspective ensure reliable results
time per respondent for a complete assessment
360° feedback in five steps
- Step 1
Map your competency model
You bring your leadership or competency model. Your Kultify project team maps it in the platform and sets up the matching question sets.
- Step 2
Assign respondents
Define who gives feedback: team, colleagues, superiors. HR steers centrally or the manager invites people themselves.
- Step 3
Collect feedback
Respondents answer online, anonymously and at their own pace. Automatic reminders secure participation.
- Step 4
Discuss the results
The development report provides the basis for the coaching conversation, with concrete starting points instead of vague impressions.
- Step 5
Measure progress
Follow-up rounds after 6 to 12 months show whether leadership impact has changed. Comparable data instead of gut feeling.
Frequently asked questions about 360° feedback
Basics
Implementation & results
Your managers deserve feedback that really changes something
In 30 minutes we show you what 360° feedback can concretely look like in your organization: from the competency model to the development report.
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
