Values 360 feedback: are your values actually showing up in behaviour?
Fifteen observable behaviours, rated by the person and the colleagues who work with them. Under five minutes for reviewers, and results you can use in a one-to-one the same day.
- Questions
- 15
- Reviewer time
- 8-10 mins
- Typical cadence
- Annually, or alongside appraisal season
What this assessment is for
Company values usually live on a wall, not in behaviour. This 360 asks about things people can actually see - owning mistakes, making space for other voices, following through - so the conversation is about evidence rather than adjectives.
A short behaviour-only 360 across integrity, respect and inclusion, accountability, collaboration and curiosity. Written as observable behaviours, not vague adjectives, so the results are usable in a one-to-one the same day.
Who does what
One person - how well their behaviour matches your organisation's values.
The person rates themselves, then colleagues who work with them rate them.
Values-led appraisals or checking culture fit after a restructure.
Reviewers: Self, manager and 3-5 colleagues.
What it measures
15 statements across 5 themes, each rated on a 1 to 5 scale.
Integrity & trust
Does what they say, owns mistakes, is straight with people.
Respect & inclusion
Treats people fairly, makes space for different voices.
Accountability & delivery
Owns outcomes, follows through, keeps standards high.
Collaboration
Works across boundaries and shares credit.
Curiosity & improvement
Learns, challenges the status quo and improves how work is done.
- When a deadline is at risk, tells the people affected early and agrees a realistic next step.
- When their decision causes a problem, owns it openly and helps put it right.
- Gives people the honest answer, even when it is uncomfortable.
- Treats everyone with the same respect, regardless of role or background.
- In a pressured discussion, actively draws quieter or less senior voices in before a decision is made.
- Speaks up when someone is treated unfairly or disrespectfully.
A sample of the 15 statements included.
Inside your report
What you get when the responses are in
- Scores across integrity, respect and inclusion, accountability, collaboration and curiosity
- Self versus others gap analysis on every behaviour
- Confidential grouped comments
- A short narrative and suggested next steps
When to run it
- Values-led appraisals and performance conversations
- Checking culture fit after a restructure or merger
- Rolling out a new set of company values and measuring adoption
- A lighter alternative to a full leadership 360 for non-managers
The business case, in three numbers
Everything you need to justify the spend to a finance lead.
- Assessment cost
- £10
- Typical cost avoided
- £4,500
- Break-even
- One avoided early exit pays for 600 values 360s.
Including VAT, per assessment.
Average cost of one early-tenure departure
- Culture and values misalignment is a leading cause of first-year departures.
- Spotting a gap between stated values and daily behaviour costs £10 here, against £4,500 or more to rehire.
- Gives appraisals evidence rather than adjectives, so performance conversations land first time.
Figures are published UK benchmarks (CIPD, HSE and recruitment cost surveys) and are indicative, not a guarantee of savings in your organisation.
How it works
1. Set it up and pay
Create the cycle, pay £10 including VAT, or use 2 credits if your organisation holds a credit wallet.
2. People tap a link
Everyone you invite gets a unique magic link. No account, no password, works on a phone.
3. Read the report
Scores, gaps and comments are assembled as responses come in, ready to take into the conversation.
Frequently asked questions
Who can take a values 360?
Anyone at any level. No management responsibility is needed, which makes it the usual choice for teams where a full leadership 360 would not fit.
How long does it take?
Fifteen questions - under five minutes per reviewer.
How much does it cost?
£10 including VAT, or 2 credits for organisations.
Can we use our own company values?
The five themes map cleanly onto most company value sets. Organisations on a team plan can also tailor the question set.
Who chooses the reviewers for an organisation-assigned 360?
The organisation chooses the approach for each cycle. Manager chooses reviewers is the default. Alternatively, Employee nominates, manager approves lets the employee suggest colleagues, with invitations remaining inactive until an authorised owner or manager approves them. Employees cannot send, chase or remove sent organisation invitations.
How do owners and managers know reviewer selection needs attention?
Reviewer tasks appear in notifications and on Organisation Today. Authorised owners and managers can open the cycle to add reviewers or approve nominations. Owners can manage all organisation cycles; managers can manage cycles they assigned or cycles for staff in their reporting line.
Can the person being reviewed see who has responded?
The person being reviewed can see invited reviewers and the total number of responses, but not each person's submission status or response time. This applies to personal and organisation-assigned cycles. Authorised organisation owners and managers can see invitation statuses to manage reminders. Response tracking is separate from how feedback is grouped in the report.
When can a Leadership or Values 360 report be completed?
At least three reviewer responses are required before a cycle about one person can be closed for reporting. The self-review does not count towards that minimum. This applies to both personal and organisation-assigned 360s, not to pooled team surveys. Invite more than three reviewers to allow for non-response; small groups and distinctive comments can still make a contributor identifiable.
Can I still buy and run my own 360?
Yes. A personal, pay-as-you-go cycle keeps self-selected reviewers and the existing payment journey, without employer nomination approval. Your organisation does not gain access simply because you work there. An organisation-assigned and funded cycle is managed by that organisation, with report access for authorised owners and managers.
Other 360 feedback options
Ready to run it?
Set up the cycle, invite the people you want to hear from and get your report.£10 including VAT, or through your organisation's credit wallet.
Buying for yourself? Pay directly at checkout with VAT included. Running this for your team? Organisation credits let you edit the questions, assign colleagues and view team analytics - credits are £5 each plus VAT, with no second tax when you spend them.