For teams
The team survey: everyone rates everyone, then you talk about it.
See how your own view compares with feedback from teammates, then decide together what to improve. Everyone rates everyone else on behavior they saw, rates themselves, and predicts how the others rated them.
- 3–12 people
- 20–40 minutes per person
- $199 per run
- Results in three pieces
- Two-hour debrief included
Costs nothing to set up. No card. Only you sign in; your team answers from a link.
A run, start to finish
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. Nobody creates an account, sets a password, or sees a dashboard — only the lead or facilitator signs in.Everyone answers, about 20 to 40 minutes per person
Questions about specific, observable behavior over the last three months, rather than personality. People also answer questions about the team’s climate and who they go to, rate themselves, and predict how the others rated them.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 for your team, the facilitator gets a view of their own. Scoring runs as soon as 75% of the team has submitted.You run the debrief
A debrief is a meeting to discuss the results and agree next steps. The two-hour agenda is built from your own results and ends with two proposed commitments, which the team can edit and add to. What the team agrees becomes its working agreement: the commitments, their owners and the norms it writes, which everyone on the team can read. About six weeks after release, a team lead can open a short pulse to check progress.
How your view compares with your teammates’
Three views of the same person come back from every run: how you rated yourself, how you predicted your teammates would rate you, and how they actually did. The cases worth a conversation are those where the prediction is far from the peers’ view, such as a person who expects to be seen one way and is seen another.
A difference may reflect different information, expectations or interpretations. Ask for examples before drawing a conclusion. The comparison appears in the person’s own note. Why self-ratings and others’ ratings differ, and what to do about it.
What comes back
The team sees the team
Climate scores with agreement and spread, the network picture of who the team actually goes to, and the meeting agenda. The team’s behavior profile tells you how often the team as a whole shows each behavior, where at least 4 teammates have a score on it. No individual is named or ranked anywhere in it.
You see yourself
What your teammates see you doing well, one thing to work on, and how your self-view compared with theirs. You may choose which behavior to work on, and your choice is shown to nobody else. Your note is for you. If an owner or admin names a facilitator for your team, that person can also read every member’s note, before and after release, for as long as they hold the role. Managing you, leading the team or administering the workspace does not give anyone access; being appointed facilitator does, and a manager or an admin can be appointed.
A facilitator, if an owner or admin names one
The facilitator also sees a view that names raters beside patterns in how they rated (for example, giving everyone the same score) and notes where one person rates another unusually. It never shows ratings or comments as written. If the facilitator was named before anyone agreed to take part, it includes a paraphrase of each written comment, without the writer’s name. With a facilitator attached, nothing reaches a person about themselves until the facilitator releases it. If nobody is named, there is no facilitator view.
About six weeks on, a two-minute pulse
A team lead can open the pulse once the team has an open commitment. It asks how far each commitment happened and how safe and sustainable things feel now. Results are team counts only. Commitment results appear once 3 people have answered, and the questions about how things feel once 4 have. The pulse is included in the run.
What a team of three, four, or five-plus receives
Results appear only when enough people have answered. The minimum depends on the kind of result.
| Team size | Team pack + agenda | Individual peer scores | Question-by-question detail | Extended dimensions |
|---|---|---|---|---|
| 3 | Yes | Not shown, because with two peers an average could be traced to one person | No | Rotated between raters |
| 4 | Yes | Yes — 3 peers each | No | Rotated between raters |
| 5–12 | Yes | Yes | Yes, from 5 raters upward | All asked in full |
Counts are completed responses, not team size. Self-report summaries need 4 people and comment themes need 3 writers. The report also says when the team is divided, rather than averaging the disagreement away. The three extended dimensions are a team setting, on by default; in a team of 4, each rater is asked some of them rather than all. See every minimum.
Why the debrief matters
38%
of measured cases where feedback made performance worse.
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
Feedback without a conversation about it can make things worse, and the studies reviewed point to a structured discussion as the part that helps. Every team survey includes a debrief agenda built from your results. The written packs avoid trait adjectives, ranking language and speculation about why somebody behaves as they do.
The research informs our design. It does not establish that Facets improves performance.
The two-hour agenda
- 10 minHow to read thisRead the results together: what the scales are, what agreement means, and what has changed since the last run.
- 15 minWhat is workingStart with what the team does well, and what makes it work.
- 20 minWhere there is most room to improveLook at the two scales with most room to improve, and what might lie behind them.
- 10 minHow things are for peopleHow people say things are for them: workload, feeling safe to speak up, and the other self-reports.
- 10 minWho we go toWho people go to for advice and direction, and whether anyone is left out.
- 10 minBreakA short break between reviewing the results and deciding what to do about them.
- 15 minWhat each of us bringsEach person shares, if they choose, one thing from their private note, and the team works through the questions for the conversation.
- 20 minDecideChoose two commitments and write each as an if-then plan with an owner and a check date.
- 10 minSchedule the follow-upRecord the commitments, put the six-week pulse in the calendar, and agree when to run the survey again.
Who can see what
Your manager
The shared team pack, if they are on the team. Nobody with an account can read another person’s ratings as written, and managing you does not give access to your note.
Your team lead
Completion counts while the run is open, and the team pack when it closes. Leading the team does not give access to notes.
A facilitator an owner or admin named
Every member’s note, before and after release, for as long as they hold the role, plus the facilitator view described above. A manager or an admin can be appointed.
What it costs
| Item | Price | Includes |
|---|---|---|
| One run | $199 | One team of 3–12, full results, each person’s note, the written coaching pack, the debrief agenda, and a pulse a team lead can open about six weeks after release |
| A year of runs | $349 | The same, for up to three teams, for twelve months |
Setting the team up costs nothing and needs no card — the price is at the moment you open the run.
Paying does not change who can read what. Nobody with an account can read another person’s ratings as written, so there is nothing to import into a review. Facets does not add survey feedback to performance records; the one route is a summary that the subject of a Leadership 360 chooses to send.
Questions teams ask before a first run
How many people does a team survey need?
How long does it take?
What questions are asked?
Can our manager read the results?
What happens after the debrief?
Is it anonymous?
Preview the questionnaire and methods · Why small-group results are hidden.
Run it with one real team.
20 to 40 minutes per person, a couple of hours together, and commitments the team can check about six weeks later.
Costs nothing to set up. No card. Only you sign in.