Leadership clarity and trust
"I understand where the organisation is heading over the next 12 months."
5 statements
One-off diagnostic - no subscription
Find out what your whole organisation really thinks.
Organisation 360 is an anonymous survey where everyone, from the board to the frontline, rates the organisation across six pillars. You see exactly where leaders and teams experience things differently.
From £350 inc. VATPriced by headcountFully anonymousAbout 10 minutes each
What it measures
Six pillars. 30 plain-English statements.
Psychological safety and voice
"I can challenge an idea without worrying about the consequences."
5 statements
Execution and operational drag
"Our systems and processes help me do my job."
5 statements
Learning and capability
"I get development that genuinely improves how I work."
5 statements
Values in practice
"Our stated values show up in everyday decisions."
5 statements
Cross-team collaboration
"Other teams help when we need them."
5 statements
Anonymous by design
Honest answers need real protection.
Responses never carry a name. People only choose their level and department, so you can compare groups without identifying anyone.
No names stored
Responses are anonymous from the moment they are submitted.
Small groups hidden
Any group too small to protect identities is hidden or merged.
Compared by level
Senior leadership, Line managers, Frontline staff, Board and partners.
Comments themed
Written comments are summarised into themes for the report.
How it works
From one link to a board-ready report.
- 01
Pay by headcount
Choose your size band and pay once. No subscription or contract.
- 02
Share one link
Everyone answers anonymously, tagged only by level and department.
- 03
Watch it fill
Track response rates live and send reminders, without seeing who said what.
- 04
Read the gaps
A dashboard and board-ready report show where perceptions split and what to do first.
Sample results
Northgate Care Group (sample)
Fictional organisation and dummy data - 118 of 142 responded
Org 360 Score
54%
+13ptsResponse rate
83%
Responses
118
Largest gap
45 pts
-14ptsThe Org 360 Score is an aggregated perception score - how people feel about the organisation - not an objective measure of performance.
Staff across every level share a strong commitment to the people they care for, but frontline teams feel decisions reach them late and that systems slow them down.
Largest perception gaps
Leadership clarity and trust
45 pts
Senior 86%Frontline 41%Whole org 50%Psychological safety and voice
32 pts
Senior 78%Frontline 46%Whole org 52%Execution and operational drag
32 pts
Senior 70%Frontline 38%Whole org 43%
Strongest alignment
Values in practice
All levels within 10 pts - whole org 72%
Organisational strengths
- Values in practice72%
Heatmap by level and department
Click any score to see the questions and comments behind it.
| Leadership clarity and trust | Psychological safety and voice | Execution and operational drag | Learning and capability | Values in practice | Cross-team collaboration | |
|---|---|---|---|---|---|---|
| Senior leadership n=8 | ||||||
| Line managers n=22 | ||||||
| Frontline staff n=82 | ||||||
| Board and partners n=6 | ||||||
| Residential care n=46 | ||||||
| Domiciliary care n=38 | ||||||
| Head office n=21 | ||||||
| Training team n=13 | ||||||
| Whole organisation | 50% | 52% | 43% | 54% | 72% | 52% |
What drives each pillar
Leadership clarity and trust50%
| Question | Overall | Senior leadership | Line managers | Frontline staff | Board and partners |
|---|---|---|---|---|---|
| I understand where the organisation is heading over the next 12 months. | 58% | 94% | 74% | 49% | 81% |
| Senior leaders explain the reasons behind big decisions. | 45% | 81% | 61% | 36% | 69% |
| I trust the decisions made by senior leadership. | 52% | 88% | 68% | 43% | 75% |
| What leaders say matches what they do. | 41% | 76% | 56% | 31% | 64% |
| Priorities stay stable long enough to deliver them. | 53% | 89% | 69% | 44% | 76% |
Psychological safety and voice52%
| Question | Overall | Senior leadership | Line managers | Frontline staff | Board and partners |
|---|---|---|---|---|---|
| I can challenge an idea without worrying about the consequences. | 45% | 71% | 54% | 39% | 56% |
| Mistakes are treated as a chance to learn. | 57% | 84% | 66% | 51% | 69% |
| When I raise a concern, something happens. | 49% | 75% | 57% | 43% | 60% |
| People here feel able to say 'I don't know'. | 60% | 86% | 69% | 54% | 71% |
| Bad news travels upwards quickly. | 47% | 74% | 56% | 41% | 59% |
Execution and operational drag43%
| Question | Overall | Senior leadership | Line managers | Frontline staff | Board and partners |
|---|---|---|---|---|---|
| Our systems and processes help me do my job. | 49% | 76% | 54% | 44% | 61% |
| I rarely wait on approvals to get work done. | 39% | 66% | 44% | 34% | 51% |
| Meetings here are a good use of time. | 48% | 75% | 53% | 43% | 60% |
| I have the tools and information I need. | 34% | 61% | 39% | 29% | 46% |
| We finish what we start before starting something new. | 46% | 74% | 51% | 41% | 59% |
Learning and capability54%
| Question | Overall | Senior leadership | Line managers | Frontline staff | Board and partners |
|---|---|---|---|---|---|
| I get development that genuinely improves how I work. | 47% | 66% | 51% | 44% | 54% |
| My manager talks to me about my growth, not just tasks. | 57% | 76% | 61% | 54% | 64% |
| Training here is relevant to my role. | 51% | 70% | 55% | 48% | 57% |
| I have time set aside to learn. | 65% | 84% | 69% | 61% | 71% |
| People are promoted on capability and behaviour. | 50% | 69% | 54% | 46% | 56% |
Values in practice72%
| Question | Overall | Senior leadership | Line managers | Frontline staff | Board and partners |
|---|---|---|---|---|---|
| Our stated values show up in everyday decisions. | 78% | 86% | 81% | 76% | 81% |
| Poor behaviour is dealt with, whoever it comes from. | 68% | 76% | 71% | 66% | 71% |
| People are treated fairly regardless of role. | 74% | 83% | 77% | 73% | 77% |
| I am proud to tell people where I work. | 63% | 71% | 66% | 61% | 66% |
| Customers and service users come first in practice, not just on paper. | 78% | 86% | 81% | 76% | 81% |
Cross-team collaboration52%
| Question | Overall | Senior leadership | Line managers | Frontline staff | Board and partners |
|---|---|---|---|---|---|
| Other teams help when we need them. | 48% | 71% | 51% | 44% | 61% |
| Information is shared openly between departments. | 56% | 79% | 59% | 51% | 69% |
| There is little 'us and them' between tiers. | 49% | 73% | 53% | 45% | 63% |
| We solve problems together rather than passing them on. | 61% | 84% | 64% | 56% | 74% |
| Leaders model working across teams. | 48% | 71% | 51% | 44% | 61% |
What people said - recurring themes
Changes communicated too late
23 mentions"We hear about changes after they've happened. Nobody asks the people doing the shifts."
Rotas and approvals slow the work
19 mentions"Approvals for simple things like agency cover take days."
Pride in care quality
17 mentions"The residents come first here, always. That's why I stay."
Supportive line managers
11 mentions"My manager is brilliant, but the rota system makes every week a fight."
Themes grouped by AI from the final comments. Scores are calculated by the platform, not AI.
What to protect
A shared commitment to service users
Values in practice is the highest-scoring pillar at every level, and pride in care quality is a recurring comment theme. Keep this visible while processes change.
Trusted line managers
Frontline comments repeatedly praise their direct manager. Line managers are the natural channel for explaining change - protect their time.
The training team's learning culture
The training team scores highest on learning and capability. Use it as the model for other departments rather than restructuring it.
Change since March 2026
| Measure | Then | Now | Change |
|---|---|---|---|
| Org 360 Score | 41% | 54% | +13pts |
| Leadership clarity and trust | 34% | 50% | +16pts |
| Psychological safety and voice | 42% | 52% | +10pts |
| Execution and operational drag | 30% | 43% | +13pts |
| Learning and capability | 44% | 54% | +10pts |
| Values in practice | 63% | 72% | +9pts |
| Cross-team collaboration | 38% | 52% | +14pts |
| Leadership/frontline gap - Leadership clarity and trust | 59 pts | 45 pts | -14pts |
| Leadership/frontline gap - Psychological safety and voice | 40 pts | 32 pts | -8pts |
| Leadership/frontline gap - Execution and operational drag | 42 pts | 32 pts | -10pts |
| Leadership/frontline gap - Cross-team collaboration | 38 pts | 28 pts | -10pts |
| Leadership/frontline gap - Learning and capability | 30 pts | 22 pts | -8pts |
| Leadership/frontline gap - Values in practice | 22 pts | 10 pts | -12pts |
| Senior leadership score | 76% | 77% | +1pts |
| Line managers score | 51% | 61% | +10pts |
| Frontline staff score | 34% | 49% | +15pts |
| Board and partners score | 60% | 66% | +6pts |
Simple pricing
One price by headcount. Nothing monthly.
Prices include VAT. Pay by card or from your credit wallet.
Up to 25 staff
£350
26 to 75 staff
£595
76 to 200 staff
£1,075
201 to 499 staff
£1,075 + £1
per person above 200
500+ staff
Let's talk
Works on its own. Even better with Passport for Teams.
Organisation 360 never needs a subscription. If you do use Passport for Teams, priorities can flow into appraisals and check-ins.
Questions