360-Degree Feedback with EUCUSA

When feedback becomes a burden

Why 360° feedback often fails

Many organizations don’t fail because of a lack of intent — they fail in execution. Reports that are too complex, missing context, and high pressure to justify results often mean feedback isn’t accepted — or has no real impact.

Typical challenges:

Leaders feel judged instead of supported
HR becomes the go-between for interpretation and justification
Results are hard to understand or emotionally charged
Good intentions fade — and actions don’t happen

Step by step to success

360° feedback needs clarity

EUCUSA takes a deliberately simplified approach to 360° feedback. We reduce complexity, set clear ground rules, and ensure results are easy to understand and usable.

Core elements:

Individual questionnaires
Structured result presentation and reports
Experience feedback — from your own perspective
Clear roles for the focus person and participants

Lear more about 360° Feedback

Is 360° Feedback right for your organization?

We’ll be happy to explore together whether our 360° feedback approach fits your goals, your culture, and your leaders.
No obligation. Structured. On equal footing.

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FOCUS PERSON AT THE CENTER

The focus person experiences their feedback directly

At the heart of the process is the leader — not the system. Each focus person receives their own secure, protected access to their results.

They can:

Identify gaps between self-perception and external perception
Compare perspectives
Put comments into context
Discover patterns and connections on their own

THE DASHBOARD & TOOL

A dashboard that makes patterns visible

The 360° feedback dashboard was built to provide orientation without overwhelming people.

New visualizations support reflection:

Heatmaps for quick pattern recognition
Action portfolio for prioritization
Box plots for distribution and comparison
Radar charts for competency profiles
Comments in the context of the results

Everything is clearly structured, modern in design, and intuitive to use.

Satisfaction at all levels

How our customers experience 360° Feedback

Voices from HR, leadership and organizational development.

EUCUSA hat Inhalte und Prozess unserer ersten 360° Feedback-Befragung perfekt für unsere Bedürfnisse maßgeschneidert.

Melinda Deneke

Leiterin Strategische Projekte PA/PE

Standortbestimmung für unsere neue Führungskultur – professionell und vertrauensvoll durch EUCUSA begleitet

Michael Melahn

Bereichsleiter HR

360° feedback isn’t a standard off-the-shelf tool.

When implemented well, it becomes a powerful lever for leadership, development, and culture.
EUCUSA ensures it delivers exactly that.

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Step by step to success

Our 4-phase process

1. Planning Phase

We define questionnaires, roles and responsibilities: Who gives feedback to whom? Which people are in focus? How are results delivered? After the planning phase, the basis is clear and accepted.

2. Nomination Phase

Your company selects the feedback providers — a simple list is often enough. EUCUSA prepares the entire process and ensures transparent, smooth implementation.

3. Feedback Phase

‍Flexibly adapted to your corporate language and culture, we send all feedback providers an invitation with a personalized link. In the 360° cockpit, the progress of each person giving feedback is transparently comprehensible.

4. Implementation Phase‍

Focus persons receive clearly structured reports — supplemented by reflection discussions and coaching. EUCUSA ensures that feedback is appreciative and translated into concrete measures.

View Methodology

METHODOLOGY, FAIRNESS & SECURITY

Fair, transparent, and widely accepted

Acceptance starts with trust. That’s why EUCUSA’s 360° feedback is built on clear methodological and organizational principles:

Transparent anonymity rules
Proven, validated scales
Clear communication before, during, and after the survey
GDPR-compliant implementation
EUCUSA supports you where it makes sense

This way, feedback is seen as an opportunity for development — not as a form of control.

Our Consulting Solutions

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Support

FAQs

Is your question not answered here? Then simply and simply get in touch with us.

Partially. When it comes to feedback from managers, there is often only one answer sheet - so the feedback from the manager is mostly transparent. All other feedback groups work with clear and transparent anonymity limits so that feedback remains protected and meaningful.

How long does a 360° project take?

Depending on the scope, typically 4—8 weeks — from planning and nomination to distribution of results reports, reflection and action kick‑off.

What distinguishes 270° from 360° Feedback?

In addition to self-assessment, 360° feedback is also collected from employees and colleagues. In addition, there is feedback from external perspectives (e.g.: customers). 270° feedback omits external perspectives. 180° feedback for managers (self-assessment and evaluation by employees) is also possible.

How are results used?

Since 360° feedback also includes direct feedback, it is important that the results are communicated in an appreciative manner. Only then do reports, reflection meetings and optional coaching result in concrete development goals and the feedback is seen as an opportunity for real leadership and organizational development.

Can 360° Feedback be scaled?

Yes — from pilot groups to company-wide surveys, anything is possible. With our specially developed platform, everything can be controlled, evaluated and implemented in multiple languages.

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