Peer-rated team surveys · Leadership 360 · Engagement cycles · Manager tools
How your organization actually works, as seen from inside it.
Most tools ask people to describe themselves. Facets asks the people who work with them — a team about each other, a team about its leader, everyone about the place at once — and shows you all three views side by side.
- Four products, one rule set
- No accounts to answer
- Individual ratings stay private
- Every question published
Nothing to sign up for to look around. Every question, scale and scoring rule is published in full — including what has not been measured yet.
The premise
You are not the best available witness to your own behavior.
3 in 5
chance an employee rates their own performance above their supervisor's rating of it.
Heidemeier & Moser (2009), 35,417 people
71% vs 61%
the same teamwork training, scored by outside observers versus scored by the team itself.
McEwan et al. (2017), 8,439 participants
2 in 3
chance a team that runs a structured debrief outperforms a comparable team that does not.
Tannenbaum & Cerasoli (2013), 2,136 participants
It is the comparison that carries the signal. Facets asks you to rate yourself, to predict how your teammates rated you, and then shows you all three. Why people overrate themselves.
Who it is for
Four ways in.
The team survey
Four steps, about 25 minutes each on a team of five.
Set up the team
Three to twelve people, each with a personal link by email. No accounts, no passwords, no dashboard for anyone but you.Everyone rates everyone
Specific, observable behaviors from the last three months — never personality — plus your own self-rating and your prediction of how the others rated you.Results come back in three pieces
A team pack everyone sees, a private note for each person, and a facilitator view if your team has named one.You run the debrief
A 60-minute agenda built from your own results, ending in two or three commitments specific enough to check in six weeks.
One run is $199 for one team. A year of runs for up to three teams is $349. Full results, the private notes and the debrief agenda are in every run.
Why the debrief ships in every plan
Feedback on its own is not a neutral act.
38%
of measured cases where feedback made performance worse, not better.
Kluger & DeNisi (1996), 12,652 participants
2 in 3
chance a team that runs a debrief outperforms a comparable team that doesn’t.
Tannenbaum & Cerasoli (2013), 2,136 participants
Handing a team its scores and walking away is the version most likely to do damage. So the debrief agenda is in every plan and always will be — ten minutes on how to read the numbers, ten on what is working, fifteen on where there is most room, ten on who the team actually goes to, fifteen to decide. The full 60-minute agenda.
Engagement cycles
Ask everyone once. Get numbers you can defend.
An engagement cycle asks everyone in the organization the same questions and reports what they said as group numbers with error bars — for the organization, each unit, and each manager. Bought once, per cycle, for the whole organization. Groups too small to report are left out rather than quietly included.
The wall
Team surveys and performance records never touch.
There is no join to write
No table on either side references the other, apart from the record of a summary somebody chose to send — and nothing reads back through it.
Your manager cannot read your ratings
Neither can any other signed-in account. Team leads see progress counts and the shared team pack. Below 3 raters nothing is shown at all; a question-by-question breakdown needs 5.
One route out, and it is yours
You can pass parts of your own note on. Nothing moves unless you send it.
The other side of the wall: a record you keep
A leader keeps their own record for the people who report to them — goals, check-ins, and a write-up at the end of each quarter and each year. Nothing crosses from the feedback side unless the person it is about sends it.
Where we stand
What the evidence supports — and what we do not claim.
Shown, and cited on this page
- People rate themselves more generously than others rate them, at scale.
- Outside observers and the team itself score the same behavior differently.
- Feedback without a structured follow-up makes things worse in a meaningful share of cases; a debrief is the part the evidence supports.
Not claimed
- We do not claim Facets improves team performance.
- Individual change is not measurable at this team size.
- This is not for hiring, promotion, or performance management.
No independent validation study of this instrument exists yet. The instrument, the scoring rules and the thresholds are published so that anyone can check what we do; the research the design rests on is on the next page.
Before you start
Questions people ask first.
What is a peer-rated team survey?
What is a Leadership 360?
Do the people answering need an account?
Can my manager see how I rated people, or how they rated me?
How is an engagement cycle different from a team survey?
Is Facets validated?
Longer answers: the questions, one by one · who can see what · a team survey, a 360 and an engagement survey, side by side · the instrument.
Start with whichever one is yours.
A team rating each other, a leader hearing from the people they manage, or an organization asking everyone the same questions once. Setting up costs nothing and needs no card, and you are the only person who signs in. Each product is priced when you open it.
Everyone you invite answers from a personal link — no account, no password. What each one costs is on the pricing page, per run, per leader or per cycle.