The interface visible in the process descriptions is only exemplary. The individual adaptation of our tools to your wishes and different roles and rights lead to different views of the interface.
Our process descriptions are organized by survey type:
- Employee and Pulse Survey
- Employee and pulse surveys are a valuable starting point for an intensive analysis of employees’ and managers’ attitudes and opinions
- Open communication and fulfillment of anonymity, data protection, transparency and voluntariness are important foundations for a successful survey
- Sound questionnaires are a key starting point for the adoption of an employee or pulse survey
- 360° Feedback (or Feedback for higher Executives)
- Focus on one feedback recipient (either an employee or a manager)
- Multi-perspective assessment (comparison of one’s own self-perception with different external perceptions)
- Typical feedback sources: superiors of feedback recipients, colleagues, employees, customers and suppliers
- Team Survey
- Focus on the entire team
- Starting point for an intensive analysis of communication and cooperation within the team
- Ensure sustainable, positive and target-oriented cooperation within a team
- Agility: team survey in pulse mode, continuous feedback
- Peer Feedback
- Employee asks his colleagues for an assessment
- Self-directed by employees
- Feedback recipient is on the same level as feedback providers
- Performance Evaluation
- Setting motivating goals with your employees and managers
- More regular feedback meetings, for example every 3 or 6 months
- Early review and ongoing update of existing goals and development areas
- Joint preparation of meetings by employees and managers
- Instant Feedback
- Playful feedback with a closed or an open question to receive or give feedback in a low-threshold and simple way
- High degree of self-control, but also centralized collection of feedback possible (e.g. live voting in meetings)
- Results available in real time