WorkplaceHero · Diagnose
Workplace diagnostics and 360s.
From different perspectives to a clear next step.
Find out where experiences differ, what is working and what deserves attention. Choose a focused check-in, a multi-perspective 360 or an anonymous Organisation 360, then turn evidence into a useful next conversation.
The work behind the decision
A loud opinion is not the whole picture.
Averages can hide a difficult experience. One perspective can miss a strength. The right assessment helps you compare patterns without pretending feedback is an objective verdict on a person.
- 1
Start with the question
Is this about a new starter, learning being used at work, leadership behaviour or the whole organisation? Match the instrument to the decision you need to make.
- 2
Pay, then invite the right perspectives
Check the price and privacy rules before you invite. Reviewers respond through private links without needing an account.
- 3
Read the pattern, not just the average
Explore strengths, themes and differences between perspectives. Scores follow the instrument's rules; commentary helps interpret the evidence rather than inventing a score.
- 4
Turn the evidence into an action
Agree a useful development step, find relevant learning and reflect in Passport. Where your organisation has the required plan, bring shared insight into 1:1s or appraisals.
From feedback to a development decision
See the difference between how you feel you lead and what others experience.
A Leadership 360 brings together self, manager, peer and direct-report perspectives. The report makes strengths and perception gaps easier to discuss, with behaviour-level detail behind the themes.
Use that evidence to choose a specific action: practise a behaviour, agree a goal or find relevant learning. Keep a reflection in Passport. Where your organisation has the appropriate plan and access, shared insights can support 1:1s and appraisals.
Different questions need different instruments.
A focused check-in asks about a particular moment. An individual 360 compares perspectives on a person. Organisation 360 looks at the wider workplace and is anonymous by design.
Individual reports have instrument-specific privacy rules. Feedback is not a diagnosis, proof of competence or a promise of better results.
The report gives you a starting point. The learning comes next.
Choose learning that addresses what the feedback revealed, then record what you tried and what changed. Buying a diagnostic does not include courses, PassportPro or a staff subscription.
Choose what fits
Diagnostics and 360s, built around your next step
£10 · 2 credits
Workplace check-ins
Onboarding at 30, 60 and 90 days, probation, training impact, team pulse, wellbeing and more.
See check-ins£30 · 6 credits
Leadership 360
Self, manager, peer and direct-report ratings with an in-depth development report.
View Leadership 360£10 · 2 credits
Values 360
Fifteen observable behaviours rated by the person and their colleagues.
View Values 360Anonymous · By headcount
Organisation 360
The anonymous whole-organisation diagnostic, priced by headcount.
View Organisation 360Value without the guesswork
Pay for the insight when you need it.
Diagnostics can be bought without a staff subscription. Compare each instrument's scope and price before inviting people; Organisation 360 has its own headcount-based pricing.
- Reviewer participation uses private links without account registration
- Reports apply instrument-specific grouping and privacy rules
- Organisation credits are priced plus VAT and are not taxed again when spent
Beyond the purchase
Turn findings into agreed actions
Appraisals bring agreed objectives and shared diagnostic insight into a development conversation. Organisation appraisals require Passport for Teams: Performance; buying a diagnostic does not include an appraisal entitlement.
Before you choose
Do I need a subscription to buy a diagnostic?
No. Diagnostics are pay as you go from the credit wallet, with or without Passport for Teams.
Are responses anonymous?
Organisation 360 is anonymous by design. Individual 360s use instrument-specific grouping and reporting rules; not every perspective or written comment is anonymous. Check the instrument details before inviting people.