Peer-rated team surveys · Leadership 360 · Engagement cycles · Manager tools
Understand how your team works together. Then put ideas into action and help each person do their best.
Gather feedback from teammates, hear how people experience your leadership, or survey the whole organization. The manager tools cover the rest for anyone who leads people: goals, quarterly check-ins, 1:1s, assessments, Workload, and idea boards and projects for your team.
The people you invite answer from a personal link, with no account to make and no app to install. Responses are confidential.
The premise
Compare your view with the views of people you work with.
35,417
people in the studies summarized. On average, they rated their own performance more highly than their supervisors did.
Heidemeier & Moser (2009)
71% vs 61%
In the studies reviewed, the chance that a team that had the same teamwork training outscored one that had not: 71% when outside observers scored it, 61% when the team scored itself.
McEwan et al. (2017), 8,439 participants
2 in 3
In the studies reviewed, the chance that a team that runs a structured debrief outperforms a comparable team that does not.
Tannenbaum & Cerasoli (2013), 2,136 participants
Facets asks you to rate yourself and to predict how your teammates rated you. It then shows you both beside what your teammates said. Why self-ratings and others’ ratings differ.
Who it is for
Organizations, leaders, teams and practitioners.
The team survey
Four steps. Answering takes about 25 minutes per person on a team of five.
Set up the team
Three to twelve people, each with a personal link by email or, where your organization chose it, as a Slack or Teams direct message. 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
The team pack, a report the whole team sees, and a private note for each person. If an owner or admin names a facilitator to guide the team, the facilitator gets a view of their own and can also read every member’s note.You run the debrief
A two-hour agenda built from your own results. It proposes two commitments, and the team can add its own. About six weeks after release, a team lead can open a short pulse on progress.
One run, meaning one round of the survey for one team, is $199. A year of runs for up to three teams is $349. Every run includes the full results, each person’s note and the debrief agenda.
Why every team survey includes a debrief
Feedback on its own does not reliably help.
38%
of measured cases where feedback made performance worse, not better.
Kluger & DeNisi (1996), 12,652 participants
2 in 3
in the studies reviewed, the chance that a team that runs a debrief outperforms a comparable team that doesn’t.
Tannenbaum & Cerasoli (2013), 2,136 participants
In the studies reviewed, feedback made performance worse in more than a third of measured cases. A structured debrief is the follow-up the evidence supports, so every team survey includes its debrief agenda. It runs about two hours in four phases — review the results, discuss, make a plan, schedule the follow-up — with a break after the review, and it ends with commitments the team can check in a pulse about six weeks later. The full two-hour agenda.
Engagement cycles
Ask everyone once. See results by group.
An engagement cycle asks everyone in the organization the same questions. Results appear for the organization, each unit, and each manager, and each average includes the response count and a range showing uncertainty. Groups too small to report are hidden to protect privacy. A cycle is bought once, for the whole organization.
People are invited by email, or by a Slack or Microsoft Teams message if you connect one. A cycle runs in English or Spanish, one language a cycle. Microsoft Entra ID or Okta can keep the list of who is invited.
Manager tools
Manage each person through the year.
The manager tools are for the work between surveys: the goals, check-ins, conversations and write-ups you keep for the people you lead, whether you manage them or lead them on a project. They help you record your own judgment, not replace it.
Goals and quarterly check-ins
Goals for the year, each with a measure and a target. Each quarter you record progress and a performance band: below, meeting or exceeding expectations.
1:1s on one calendar
Conversation guides and 1:1 agendas, with repeating 1:1s, check-ins and other key dates on one calendar you can follow in Outlook or another calendar app. You can email the person a calendar invitation, and they can add topics through a personal link. Growth and stay conversations are recorded in their words and never rated.
Workload
Note each person’s hours a week and see how full their coming weeks are across projects: Room under 70% of their hours planned, Full up to 100%, Over above it. You can also read your projects, goals and Workload in Power BI.
Assessments in your words
You answer first, then read what colleagues said, then review an AI draft that is checked against your records. You choose the rating and say why; the AI never picks it.
Help with the messages you write
Drafts writes an email, text or chat message in your voice for you to edit. Facets never sends it.
Priced per manager, not per employee. One manager can start alone, and an organization can equip every manager on one bill.
Idea boards · Projects
Ask your team for ideas, answer each one, and turn the good ones into work.
The same plan includes two tools for the whole team, and neither is part of anyone’s performance record. An idea board asks your team one question. Before anybody posts, you fix whether names are shown, hidden or left to each person. Then you answer every idea with a status and a sentence. The team can use the board as a list, or as a whiteboard they arrange together. When an idea becomes work, a project tracks it, with owners, dates, a board, a calendar and a timeline. The team uses both from a personal link, never an account.
Privacy and security
Who can see your answers, and how your data is kept.
Responses are confidential, not anonymous
Facets links each response to the person who gave it, so they can finish later and answer only once. Nobody with an account can read another person’s ratings or comments as written, and managers, HR and the workspace owner see progress counts and group results. The one addition is a facilitator: if an owner or admin names one for a team, that person can also read every member’s note.
Results appear only when enough people have answered
The minimum depends on the survey and the kind of result. In the team survey, a person’s scores need 3 raters and question-by-question detail needs 5. See every minimum.
Survey feedback is not added to performance records
The reviews and notes managers keep are stored apart from every survey. The one route is the leader’s own choice: after a Leadership 360, the person it is about can send a summary to someone they choose. If the recipient attaches it to a person’s record, it is used when drafting their assessment.
Your data is encrypted and protected
Everything is encrypted in transit and at rest, and the most sensitive writing is encrypted again by us before it is stored. Nothing anyone writes in Facets is used to train an AI model, and we do not sell anyone’s information.
You decide when it goes
Close your workspace and the raw answers are deleted within 90 days, and from our backups within a week after that.
Where we stand
What the research shows, and what we have not shown.
Shown, and cited on this page
- In the studies summarized, people rated their own performance more highly than their supervisors did, on average.
- Outside observers and the team itself score the same behavior differently.
- Feedback made performance worse in more than a third of measured cases; a structured debrief is the follow-up the evidence supports.
Not claimed
- We do not claim Facets improves team performance.
- Individual change is not measurable at this team size.
- Survey results are not meant for hiring, promotion, or performance ratings.
The research informs our design. It does not establish that Facets improves performance, and no validation study of this questionnaire exists yet. The questions, scoring rules and thresholds are published so that anyone can check them.
Before you start
Questions people ask first.
What is a peer-rated team survey?
What is a Leadership 360?
What are the manager tools?
Do the people answering need an account?
Can managers or HR see how one person answered?
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 · how Facets compares.
Start with whichever one is yours.
A team can rate each other, and a leader can hear from the people they manage. An organization can ask everyone the same questions once. Anyone who leads people can keep the year’s goals, check-ins and assessments for each person. 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, per cycle or per manager.