Built by organizational psychologists, not just engineers.
LOOP3D applies decades of 360 research to a simple idea: feedback changes behavior only when it's frequent, specific and followed by action.
Observable behaviors
Every item describes something a coworker can actually see, like “Provides timely and constructive feedback,” never a personality trait.
Frequency ratings
Raters say how often they see each behavior, from Never to Always. Frequency is easier to judge consistently than quality or agreement.
“Not observed” option
Raters can skip behaviors they haven't seen, which keeps guesses out of the averages.
Three focus competencies
Each leader is rated on the three competencies that matter most in their role now, about 9 items in total. Short surveys get honest answers.
Anonymity thresholds
Results need 6 or more raters. Any group with fewer than 3 responses is merged, so no individual can be singled out.
Measured again, monthly
The same focus behavior is re-measured every month, creating a growth line instead of a one-off snapshot.
Why continuous 360s
Annual 360s produce insight but little change: by the time results arrive, the moment to act has passed, and nobody measures whether behavior shifted. LOOP3D closes the loop. Each leader commits to one behavior, gets weekly support from an AI coach, and receives a short pulse from the same raters each month. The question changes from “How am I seen?” to “Am I getting better?”
How reports are calculated
- Scores are averages on a 1–5 frequency scale; “Not observed” answers are excluded.
- A behavior is a blind spot when your self-rating is at least 0.5 points above your raters' average, and a hidden strength when it is at least 0.5 below.
- Rater disagreement is flagged when the spread of ratings (standard deviation) is 1.2 points or more.
- Written comments are grouped into themes and paraphrased by AI so writing style can't identify a rater.
The competency library
LOOP3D includes 9 competencies for individual contributors and 13 for people managers, from Accountability and Builds Relationships to Coaches and Develops and Visionary Thinking. Organizations and partners can also use their own leadership model.