connect.
Build trust, listen well, and strengthen working relationships.
turn feedback into a place to start.
care 360 is a 360-degree leadership feedback tool. Leaders rate themselves, their supervisor, peers and direct reports add their view, and the report turns it into a practical development conversation.
understand the pattern. choose the next step.
Every paid plan includes unlimited 360-degree surveys and reports, with no per-report fees. Plans are $1,490 a year, billed annually, for an organization of any size, with a free trial.
what care stands for.
accountable.
Take ownership, follow through, and make expectations clear.
reach.
Look ahead, think beyond the immediate task, and move toward meaningful goals.
empower.
Help people contribute, grow, and take ownership of their work.
360 feedback in motion.
collect perspectives.
Set up a group, add a leader and invite the people who work with them. Each rater gets a private link, reminders go out on their own, and you can follow who has finished without ever seeing what anyone said.
- self-assessment alongside rater feedback
- supervisors, peers, direct reports and skip-levels
- automatic reminders before the close date
← back to leadership growth
Jordan Ellis
Director of Operations · Operations
send invitesadd ratersgenerate report
8total raters
6completed
75%response rate
raters6 of 8 complete
JEJordan Ellisselfpending
AMAlex Morgansupervisorcomplete
PSPriya Shahpeercomplete
SRSam Riverapeercomplete
DBDana Brookspeerinvited
MRMarcus Reeddirect reportcomplete
LCLee Chendirect reportcomplete
ATAna Torresdirect reportcomplete
A reminder goes to anyone unfinished two days before the group closes.
understand the pattern.
The report shows every CARE area by rater group, so you can see where perspectives line up and where they differ. Each section names what is working and the growth edge worth talking about.
- scores by rater group for each CARE area
- what is working and the growth edge, in plain language
- anonymous comments, never individual answers
care 360 feedback report · Jordan Ellis
summary of all sections.
supervisorpeerdirect report
Connect
4.17
4.17
5.00
Accountable
4.17
4.33
3.83
Reach
4.17
3.00
3.00
Empower
4.29
4.29
4.14
1234.05
growth edge · reach
Peers and direct reports both rate Reach at 3.00, the clearest place to grow: share longer-term priorities earlier.
develop with intention.
Start, stop and continue feedback from raters leads straight into the action plan template: three priorities, what you will actually do, and check-ins that keep the plan alive.
- start, stop and continue in raters’ own words
- three priorities, each tied to a CARE area
- check-ins at 30 days, 90 days and 6 months
start · stop · continue.
start
"Schedule monthly development conversations with clear follow-up actions."
stop
"Stepping into decisions before the team has explored options."
continue
"Listening openly and treating mistakes as learning opportunities."
leadership action plan
your three priorities.
1Hold monthly development conversationsreach
2Agree decision boundaries with the teamempower
3Share quarterly priorities with partnersreach
30 daysfirst check90 daysmidpoint6 monthsfull review
a little more clarity
questions, answered.
What is care 360?
A 360-degree leadership feedback tool. A leader completes a self-assessment, and their supervisor, peers, direct reports and skip-level colleagues answer the same questions. The report shows averages by rater group, comments with names removed, and development themes.
How much does care 360 cost?
care 360 is $1,490 a year, billed annually, for an organization of any size. Every plan includes unlimited surveys and reports, with no per-report fees. A free trial is available.
Is the feedback anonymous?
Individual answers are never shown to the leader or the administrator. If only one person in a rater group responds, such as a single supervisor, the group average reflects that person's ratings. Self-assessments aren't anonymous.
Can care 360 be used for hiring or pay decisions?
No. It's a development tool. Results shouldn't be the only basis for decisions about employment or pay, and it isn't offered for hiring.
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