A performance cycle the organisation carries itself
Deepler 360 is the 360 degree feedback software that brings development back to the line.
- See where development is needed, per employee and per team
- The manager has the conversation, you steer the bigger picture
- Growth per competency becomes visible across several rounds
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What is 360 degree feedback?
360 degree feedback is a method in which an employee is rated on a fixed set of competencies by themselves and by the people around them: their manager, colleagues and, where relevant, direct reports. Putting those perspectives side by side gives a complete picture of strengths and blind spots.
With 360 degree feedback software you run those rounds centrally. You define once which competencies matter, Deepler sends the invitations and bundles every answer into one report the manager uses in the development conversation.
Development belongs to everyone, and therefore to no one
Development is a shared responsibility, but without a shared framework it falls between the cracks. There is no agreed picture of which competencies matter, and so nothing for the manager or the employee to hold on to.
Unclear expectations
Everyone has their own idea of what ‘good’ looks like.
Subjective assessment
Feedback depends on who you ask, not on fixed criteria.
Impossible to steer
Without a shared language you cannot direct development or prove it.
Start with one shared set of competencies
You define once which competencies matter. That becomes the shared language everyone, manager and employee alike, gives feedback in. Shared responsibility finally gets a clear owner in the line, alongside the other Deepler modules.
- Clear expectations
- Objective assessment criteria
- Organisational development you can steer
Who does what in Deepler 360
The line manager
- Has the development conversation
- Gives and asks for feedback in the team
- Follows the growth of their own people
You in L&D or HR
- Sets up the cycle and the competencies
- Guards quality and the bigger picture
- Turns insight into targeted development
Deepler 360
- Sends invitations and reminders
- Tracks the progress of every round
- Records everything centrally and reusably
How Deepler 360 works
Set it up properly once and it repeats itself. From cycle to conversation, everything runs in one place.
Set up the cycle
You decide the moments, the participants, the competency models and the frequency. After that, the cycle is ready to run.
Feedback from every side
Manager, employee and colleagues among themselves, on the competencies that matter to you.
Recorded centrally
All feedback comes together in one place: per employee, team and organisation.
The conversation in the line
The manager has the conversation and builds on earlier rounds. Growth becomes visible over time.
Insight for the conversation, not another form
The individual 360 report opens with what matters: blind spots at the top, backed by the gap between the self-image and the reviewers. The manager opens the report during the conversation and has concrete questions to start with.
- Blind spots at the top, with conversation questions
- The gap between self and others is visible immediately
- Every round builds on the one before
direction
The team heatmap shows where to invest
Per team you see at a glance which competencies lag behind and which are strong. That is your radar for where development is needed, so you invest precisely instead of programming broadly.
- Scores per employee and per competency side by side
- Cohort average as a benchmark
- A basis for talent and succession reviews, such as the 9-grid
Show that development leads somewhere
Every round builds on the one before. You see growth per employee, team and competency over time: the proof you need for your board and your managers.
Growth per competency sits side by side, from the first round to the next.
Self, manager, colleagues and direct reports on one shared set of competencies.
A briefing for the managers. After that the round runs on its own.
Up and running in four steps, then self-sufficient
No ongoing coordination needed: the line runs it, you watch from a distance.
Pick a pilot team
One team, one cycle. Start small and see quickly what works.
Get the cycle ready
You prepare the moments and the competencies. A one-off job.
A 30-minute briefing
The managers know what they are doing and take over the conversation.
Runs on its own
Deepler tracks progress; you watch from a distance.
Deepler 360 stands on its own. In combination it gets stronger.
Each suite works on its own. Together they tell the same story from several angles.
With Deepler Research
Deepler 360 shows how individuals behave. Research shows what is going on across the organisation, so you know which development makes the difference.
With Deepler Culture
Competencies say what someone does. Culture shows which behaviour your direction asks for, so development and cultural ambition line up.
With Deepler Journeys
Development starts at a moment in the journey. Journeys links the 360 round to the right touchpoint, from onboarding to growth.
What clients say about Deepler
Organisations working with Deepler on the collaboration, the guidance and what it delivers.
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Larren
Recruitment Lead,
De Selectie
“Recently, I used Deepler to arrive at an EVP. Great what they were able to achieve in a short time! In a period of two weeks, we collected information and were able to continue with our AMC plan. In any other situation, it takes weeks, if not months, to get this done. Contact is good, friendly and constructive. Very nice club to work with.”
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Douwe
Recruiter,
Securitas
“Ideal tool and company to gain more and better insight into the organization and employees as an organization! And especially with speed! For us, it was also the need to get tools for the topics of retention, to prevent future absenteeism or turnover. I also have experience with other parties and I sincerely value the speed of switching, follow-up and personal contact with Deepler. Absolutely recommended.”
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Jolanda
HR Business Partner,
Nedcargo
“Deepler is a great tool for continuously collecting feedback from our employees. This input is then centrally available for us as management, but also for managers who benefit from it.”
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Jonathan
Manager,
UWV
“What makes Deepler special is that it doesn’t get stuck in numbers. It helps you immediately understand where it is and what teams need. For us, this ensured that employees themselves came up with areas for improvement and took responsibility for them. The insights were sharp and useful, but most importantly: the conversation that started afterwards made the difference. Thanks to Deepler, we didn’t get a paper plan, but change that was supported by the people themselves.”
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Amadeus
COO,
OSRE
“The software has a positive impact on us as a rapidly growing organization. By better understanding what is going on in the workplace and what people offer as solutions for improvements, we can make more effective decisions. The platform helps us to gain real-time insight and to respond directly to it via the tool.”
Frequently asked questions about 360 degree feedback software
Wondering whether 360 degree feedback suits your organisation? These are the questions we hear most often.
What is 360 degree feedback?
In 360 degree feedback someone rates themselves on a set of competencies, and so do their manager, colleagues and, where relevant, direct reports. Putting those perspectives side by side gives a complete picture of strengths and blind spots.
How is Deepler 360 different from an appraisal form?
Deepler 360 is built for the development conversation, not for an appraisal round. The report puts blind spots at the top, offers concrete conversation questions and builds on earlier rounds, so growth becomes visible.
How often do you run a 360 round?
That depends on your goal. Many organisations run one or two rounds a year, for example around the annual development cycle or a talent and succession review. You set the frequency yourself.
Who fills in the feedback?
For each cycle you decide who takes part: the employee, their manager, colleagues and, where relevant, direct reports. Deepler sends the invitations and reminders automatically and tracks progress.
Can we use our own competencies?
Yes. You can work with existing competency models or build a custom model that fits your strategy, so you develop the behaviour that really matters.
Is 360 degree feedback anonymous?
Feedback from colleagues is shown in aggregate, so individual answers cannot be traced back. That keeps it safe to be honest and keeps the conversation about the picture, not about who said what.
How much work is it to get started?
Setting up the cycle is a one-off job. After that a briefing of about 30 minutes for the managers is enough; the round then runs on its own.
Is our data secure and GDPR-compliant?
Yes. All processing takes place within the European Economic Area and in line with the GDPR. Feedback is reported through an encrypted link, so individual answers cannot be traced back to one colleague. Our privacy statement sets out exactly which data we process and how long we keep it.
Can we connect Deepler to our HR system?
Yes. Deepler can take employee data from your HR system, so you do not have to maintain participant lists and new or departing employees are included automatically. Your HR system remains the source system. During set-up we look together at which connection fits your situation.
How does Deepler 360 relate to employee research and culture measurement?
They measure at different levels. Employee research shows what is going on across the organisation and a culture measurement shows which behaviour your direction asks for. Deepler 360 shows how individuals behave and feeds the development conversation. Together they show what is needed and whether development is moving that way.
Book a demo of Deepler 360
Curious what 360 degree feedback looks like in your organisation? In a short demo we show the cycle, the report and the team heatmap based on your situation.
- A look inside the 360 report and the team heatmap
- Advice on competencies that fit your organisation
- A no-obligation conversation for all your questions
