360 feedback software that's grounded in data, not opinions.
Stop collecting anonymous comments that confirm what managers already believe. Confirm's 360 feedback software uses Organizational Network Analysis to show what people actually do, then grounds multi-rater feedback in observable evidence. The result: feedback employees trust, that drives real change.
360-Degree Feedback Software
Traditional 360 feedback is broken, and everyone knows it.
You send out a 360 survey. Employees get anonymous feedback from manager, peers, and reports. But here's the problem: it's all opinion. One peer's perspective is clouded by recent conflict. Another peer barely knows your employee. Your manager's feedback is shaped by a single high-profile project, not the year of consistent work.
The feedback employees get feels unfair because it is. And they're right. A study by CCL found that 50% of 360 feedback is biased. When employees don't trust the feedback process, they tune it out. Change doesn't happen.
The cost is enormous. Gallup found that only 30% of employees see themselves in their feedback. For high performers, especially women and minorities, feedback often masks real issues or over-magnifies isolated moments. They lose faith in the system.
The fix isn't a better survey tool. It's grounding feedback in reality. Confirm's 360 software adds Organizational Network Analysis—objective measurement of who actually collaborates with whom, who influences cross-team decisions, who builds relationships across silos. When 360 feedback is anchored in this evidence, bias dissolves, and employees see themselves accurately.
"[Confirm finds] which workers are vital to the flow of information."
"An effective way of reducing bias and creating an even playing field."
"[Confirm] creates a fairer playing field by expanding leaders' visibility."
360 feedback grounded in collaboration data, not assumptions
Organizational Network Analysis shows who actually influences decisions, mentors others, and drives cross-team impact. Before 360 feedback is collected, every employee already has an evidence profile: how they collaborate, who relies on them, where they add unique value. Raters then provide feedback with this context as an anchor.
Objective collaboration baseline
ONA data from Slack, email, and GitHub creates an unbiased record of who employees actually worked with and how they contributed. Raters see this before completing feedback.
Feedback grounded in evidence
Instead of: 'You're not collaborative enough.' Feedback becomes: 'Your collaboration with finance is strong (shown in project work), but peer visibility outside your team is limited—here's how to expand it.'
Catch bias before it corrupts your feedback
Confirm's bias detection flags the five most common 360 feedback failures: affinity bias (favoring people like yourself), recency bias (over-weighting recent events), halo effect (letting one good thing overshadow everything), horn effect (letting one mistake taint everything), and gender/demographic bias. Each flag comes with ONA data showing objective patterns.
Real-time bias flags
If a male employee gets rated highly on 'technical leadership' while a female employee gets the same feedback marked as 'aggressive,' that pattern triggers a flag. Managers see the comparison and the evidence.
Demographic bias detection
Confirm analyzes feedback patterns across demographics. If feedback for women emphasizes personality/likability while feedback for men emphasizes results/impact, that's flagged and corrected before delivery.
Continuous feedback that actually drives development
Annual 360 feedback is too infrequent to matter. Confirm enables continuous feedback collection—employees can request feedback on specific projects, quarters, or milestones. Instead of one-time opinions, you get patterns. Over time, employees and managers see real change, validate growth, and adjust development plans accordingly.
Feedback moments, not just annual events
Employees can request feedback after projects, promotions, role changes. Managers see feedback patterns accumulating over the year, not a single snapshot. This is how behavior change actually happens.
Development plans that evolve
Instead of static development plans, Confirm tracks feedback themes over time. Managers can adjust coaching, assignments, and mentorship based on real progress. Employees see themselves improving.
Explore the whole platform
Performance Reviews
Modern performance management powered by ONA and AI.
Explore this feature ›Engagement Surveys
Turn employee feedback into action, faster.
Explore this feature ›OKRs and Goals
Track OKRs and career goals in one place.
Explore this feature ›Talent Management
Make better talent decisions, without the bias.
Explore this feature ›Feedback and Growth
Empower continuous feedback and development.
Explore this feature ›Get the 360 Feedback Playbook
Master the art of giving and receiving honest, bias-free feedback that drives growth. Learn how to design 360 feedback cycles that build trust, surface hidden contributors, and accelerate development.
- How to design a 360 feedback process that employees trust
- Collecting honest feedback while protecting psychological safety
- Turning feedback themes into actual development plans
- Using ONA data to anchor feedback in reality
- Common mistakes in 360 feedback (and how to avoid them)
- Real feedback conversations and lessons learned
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Playbook
Proven strategies
See Confirm in action
See why forward-thinking enterprises use Confirm to make fairer, faster talent decisions and build high-performing teams.
