HR Analytics: Does Your Current 360º Platform Omit Critical Data?

HR Departments generate a large quantity of rich data but often struggle to convert valuable data into valuable insights. To understand your people better, HR managers need to understand their employee engagement vendor better. The question most HR managers neglect to ask today is:

  • What size companies does their employee engagement vendor typically serve?

There is no such thing as an one-size-fits-all solution, so this question will be a strong indicator of the vendor’s fit for your organization.

QuestionPro recommends that you further challenge the vendor and also ask questions around data integrity:

  • Does your current 360º platform unnecessarily dump critical data?

This could be because your current 360º vendor is not aligned with the needs of your business. In our humble opinion, this simply does not make sense at all.

Team members at SMBs are known by their name and not by their employee number. The dynamics of a 100,000+ organization fundamentally operates much differently than a 50-500+ organization. We at QuestionPro Workforce try to capture each team member’s response within a workforce – no matter a team’s size.

We’ve helped a variety of talent analytic managers design smarter 360º which reflect the voice of an entire workforce without data loss. The problems SMBs encounter is at the heart of our product. We understand that in small/medium sized organizations, every voice should be counted and every voice matters. This concept is best reflected by our new “ data clubbing” 360º employee engagement setting.

IN – Data Clubbing.

We’ve created a solution which helps SMBs and HR managers not to lose an ounce of data. If respondent groups are less than three, an administrator is given the option to “club” the data together with another respondent group. How does this work? Let’s walk through a simple example…

Jim is requested a 360º review from his team which is comprised of his manager, 2 direct reports and 3 peers.


When the Rule of Three is applied – the rich feedback which two direct reports will be absent from reporting. People Analytics teams and HR managers dislike the application of the rule of three because the team member can not view the feedback provided by an entire respondent group.

The 360º feedback report is complete and inclusive when a clubbing rule is applied. Direct Report responses are merged with Peers which maintains respondent’s privacy without any response loss.


OUT – Rule of Three.

Traditional 360º platforms use dated survey parameters. For example, the “Rule of Three” (or Five) was established to protect the privacy of the respondents who work in small teams in large organizations. The rule would work like this – if an individual who has less than 3 people in a respondent group (peers, direct reports or external reviewers) than those responses would be nullified since the sample respondent group is too small. A small respondent group bears the risk of the respondents to be identified by the team member who is receiving a 360º review and if old rules are applied, these rich pieces of feedback are redacted from a 360º report.


Data Clubbing Rules


Administrators can define how many respondents need to present before clubbing.

Modern Analytics move Modern Businesses


It goes without saying that team contributors are at the heart of any business. They collectively shape an organization’s culture and effectively sets the business up for long term success. Today, we have many modern tools to help receive feedback from multiple sources. It is imperative to capture each team member’s perspective to understand a holistic view of yourself.

We offer a variety of solutions to listen to the voice employees from our real-time Pulse app to our comprehensive 360º platform. To learn more, schedule a demo email

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