Yes, of course you can! Drop us a line (email@example.com) and we will set you up with a test account right away.
We support the latest versions of Safari, Firefox, and Chrome. We also support Internet Explorer 9.
Absolutely not. We believe that face-to-face meetings should be exactly that: face-to-face. All our feedback templates are formatted to be printed. After the meeting, you can even upload your handwritten notes to the corresponding feedback period.
In order to accommodate as many existing processes as possible, we built a handy form editor. It's a breeze to recreate your existing feedback forms for loopline. Additionally, you can also upload physical questionnaires and attach them to specific feedback periods. No information gets lost, and you can organize everything in one place.
Yep. You'll get handy reminder emails, and you'll be alerted to your To-Do list right inside the system. Never miss a feedback deadline again.
We designed loopline to be as intuitive as possible. That being said, we're here to help. There are some great implementation ideas over on our blog. If you have more specific questions or want to do a little brainstorming, shoot us an email at firstname.lastname@example.org! Happy to help however we can.
Your administrator can add new users by simply adding name and e-mail address. Now the new employee will receive her or his login data. That’s it!
Your new supervisor can just request to be your new supervisor. You then press the “accept” button and you have a new supervisor. Alternatively, an admin can change supervisors anytime.
Your administrator can simply deactivate the leaving employee’s account. However, core data will be stored but not visible to other users anymore, unless you decide to delete accounts completely.
That depends. We mirror a structure with clear feedback responsibilities – that’s how we define disciplinary supervisors, and there can be only one. However, we realize the need for showing project team structures. That’s why you can be in different teams at the same time. Direct supervisors can gather feedback from team leads anytime to bolster the objectiveness of performance assessments.
Our software is hosted by Wavecon GmbH in Nuremberg, Germany. We follow highest security standards and only use encrypted data transfer (SSL/HTTPS). Furthermore, we use OAuth2 for authentication and have a strong role based access model within the application.
All user passwords are encrypted using the Bcrypt algorithm. Sensitive user data (i.e. performance notes and 360 degree feedback) is stored safely using military grade AES-256 encryption. Shorthand strings, integer and boolean values are not stored encrypted as they would be easy to recognize by an attacker.
Your data is stored according to the highest german data security regulations. That means we clearly separate each customer`s data. We host at the "noris network AG" which runs one of the most modern and secure datacentres in Europe.
We charge an easily calculable 6€ per employee per month, all features included. For enterprise pricing, please don’t hesitate to contact us at email@example.com!
We offer flexible quarterly payments. Additionally, we have attractive 6, 12 and 24 month plans. Please contact us for more details.
We would be happy to talk about your specific needs! Just contact us anytime at firstname.lastname@example.org.
Please contact us at email@example.com, we will be happy to discuss how we can help!
Our feedback process consists of three simple steps:
We tried to keep our 360° feedback as flexible as possible. Every direct supervisor can gather feedback from the people her or his reports work with, across organizational levels. Employees will be informed when someone requested feedback about them. Additionally, the feedback can be anonymous (names are only shown with a minimum number of answers).
No, we believe that the direct supervisor should know best when and from whom to collect qualified feedback.
Only the direct supervisor who requested the feedback will see answers, and there will be no automatic aggregation of answers. That way, objectivity in the feedback preparation will be increased while still giving every employee the ability to add context to answers in the feedback meeting.
We only measure the overall outcome on a freely adjustable feedback scale. However, you can always add templates with additional feedback dimensions.
Yes, the performance scales are adjustable by your administrator. Some customers prefer five-point-scales, while others use percentage points – it’s up to you!
With every feedback process, we also ask about your workplace satisfaction during the last feedback period. It’s up to every employee what satisfaction she or he makes visible to others.
Yes, our scales are adjustable by your administrator. You can choose your own wording and your own scales with the number of indicators. We strongly suggest to stick with a three point scale however. That way, no employee is forced to expose herself or himself while still having a platform to signal dissatisfaction or enthusiasm.
Only you. Only the overall performance at the end of each feedback period will be visible to supervisors.
We created a performance diary. You can leave a short note about your success (or, as a supervisor, about employee performance) anytime. None of these notes are visible to anyone else but you.
Development goals are an integral part of our feedback process. Based on last period’s assessment, both supervisor and direct report agree on individual goals for the next feedback period.
Performance targets are work related targets that form the basis for your performance assessment. Development goals are forward looking and should help you to improve future performance.
We have a special “analytics & reports” section, where supervisors can see report development over time or can drill down to team performance until the individual level (provided they have the necessary access rights). By linking performance and satisfaction data, we therefore allow for a unique depth of analysis for strategic management.
Identifying top performers is an important first step. Now you can add them to your key performer list and receive automated updates on their performance and satasfaction development. We also provide a recommendation feature to promote those core employees that your organization relies on, but that might not be the most gifted self-marketers.
First, only performance data that the employee has approved is shown to others. Second, only supervisors and administrators will have access to performance and satisfaction data of others.
In order to boost personal development, we offer a lightweight training platform to easily administrate signups and training attendance.
For administrators, there’s a comprehensive process statistic that shows overall and individual feedback completion and allows for easy process controls.
We are trying to share as many learnings as possible – have a look at our blog! Any suggestions? Great, let us know at firstname.lastname@example.org.
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