Gain insight into your talents and development opportunities

The tool for talent development and performance management

Start receiving 360-degree feedback immediately.

Fast start

Ready-made questions

Our 360°-Feedback Tool automatically chooses questions appropriate to your chosen job. Add or remove any questions? No problem, we’ll take care of this!

That way, you and your employees will quickly begin obtaining valuable feedback.

Why 360-degree feedback.

Our or our own competencies

Do you have your own competency profiles? These can be easily integrated into our system. Don't have your own profiles? Use our 106 competencies or let us develop a custom profile for you.

Pay per report

Choose the rate level that suits your needs: from basic packages to full customization. Pay per report, with no long-term commitments. Volume discounts are available for larger quantities.

Multilingual system

Giving feedback works best in your own language. That is why our system supports multiple languages, including Dutch, English and German. This allows everyone to respond in their native language.

Group analysis

In addition to individual feedback, you can also evaluate teams. Put individual talents to their best use. Map shared qualities and areas for improvement of a group and discover who stands out positively.

New: AI assistance

Interpreting feedback becomes easier with AI support. Our tool helps you analyze signals and provides time-saving insights for careful evaluation.

Continuous evaluation

Don't just use our tool for one-time feedback sessions. Periodic follow-ups allow you to compare previous feedback with new insights and visualize progress.

Over 100 organizations already work with our assessments

The validated tests are used 30 million times a year in 90 countries and 40 languages!

Frequently Asked Questions

In what ways does 360-degree feedback support development?

360-degree feedback provides insight into a person’s strengths and development opportunities. Because feedback is collected from different perspectives, a nuanced and objective picture emerges. This helps employees work more purposefully on their professional growth. It also lowers the threshold for giving honest feedback. In this way, development becomes a continuous and widely supported process.

What should be measured?

360-degree feedback focuses on visible work behaviors that determine good performance. These are competencies relevant to success within the organization. Usually 8 to 12 competencies are chosen, each substantiated with several behavioral questions. This creates a concrete and actionable feedback profile. Organizations can choose customization or use a standard feedback model.

How do you easily collect qualitative data?

Open-ended questions are a valuable complement to the closed-ended questionnaire. They allow for context, examples and suggestions not otherwise addressed. We recommend including two to three focused open-ended questions. This keeps it comprehensive for respondents while still collecting rich feedback. This input greatly enhances the value of the feedback report.

Should I do my own 360-degree feedback?

Certainly, self-assessment is an essential part of the process. It helps reveal differences between self-image and the image of others. These insights are often confrontational, but very valuable for personal growth. Interestingly, self-assessment often proves more rigorous than that of others. This contrast encourages reflection and motivation.

How do you give valuable feedback as a respondent?

Good instructions are crucial for valuable feedback. Respondents must feel safe and know that their feedback must be respectful, honest and constructive. They speak only from their own experience and answer only the requested parts. This prevents straying and ensures the feedback is useful. Anonymity and clarity increase the quality of input.

How does the process remain confidential?

Confidentiality is a prerequisite for open and honest feedback. Make it clear who participates, who sees the results and how anonymity is guaranteed. Work with an external tool to guarantee independence and avoid distrust. In addition, choose enough respondents per group. That way, feedback can never be traced back to one person.

HRorganizer helps us better predict job performance

"We think candidate experience is important, but so are good predictors of performance. With HRorganizer, we have both! We have integrated this solution with our ATS for optimal process design."

A user-friendly tool that does what it is supposed to do

"I am very pleased with HRorganizer's tool. Easy to use and measures what it is supposed to measure.

I have also tried other tools, but this tool is just a lot nicer to use!"

Candidates are also satisfied

"What I especially like is the break you can take after completing each section. Because you get to choose your own pace, you go into the tests fresher and calmer. I am convinced that you can then present a more representative picture."

Mutual commitment is growing, as is cooperation

"Feedback is the driving force of collaboration. Thanks to HRorganizer, we are able to respond to it. We use the performance improvement tools, this allows our teams to excel. "