Yes AI. AI consulting for Australian businesses.
Forms and calculators require JavaScript. You can still read this page and contact us by phone or email.
Call (03) 9003 0111 | hello@yesai.au
Interactive controls are loading. Phone and email links are available.
Most 360 cycles fail because synthesising 8 to 12 anonymous responses into actionable themes takes HR 60 minutes per employee, so the cycle runs annually instead of quarterly, and the feedback feels generic. AI changes the math: synthesis in minutes, personalised growth narrative per employee, the cycle becomes quarterly because the cost drops sharply.
Used by Australian businesses, professional services firms, and SaaS companies (40 to 500 staff) to embed continuous development feedback at quarterly cadence without overwhelming HR.
Four classic failure modes of 360 feedback programs all have the same root cause: synthesis cost. AI removes it.
A human HR partner reads 8 to 12 anonymous 360 responses and needs 60 minutes to write a coherent synthesis. AI reads the same responses and produces a thematic synthesis in 60 seconds. The synthesis is structured, actionable, and personalised to the individual.
When AI processes the whole team's 360 cycle, it surfaces team-level patterns the individual synthesis misses: a manager whose direct reports all flag the same coaching gap, a team where psychological safety is uniformly low, a cohort where decision-making clarity is the top theme.
AI drafts a growth narrative tuned to the individual: what the feedback reflects about strengths, the specific areas to develop, the concrete next-90-day actions. Employees feel seen; managers have a real conversation starter, not a generic template.
AI synthesis is the only mechanism that lets you keep responses truly anonymous while still surfacing useful patterns. Comments are paraphrased and themed; no comment can be traced to a specific responder. Trust in the program survives.
Six stages, all designed to preserve anonymity and surface honest insight.
Survey form designed for honest, structured response. Peer, manager, and direct report perspectives captured. Anonymous identifiers prevent re-identification.
AI reads all responses and surfaces 3 clear strengths and 3 growth areas with specific (anonymised) examples.
AI detects team-level themes: common gaps, manager-specific patterns, cohort-level signals.
AI drafts a 1-page growth narrative: strengths, growth areas, 90-day priorities, suggested learning resources.
Manager receives an AI-drafted conversation guide: themes to explore, questions to ask, listening cues, next-step framing.
Track 90-day growth commitments. AI prompts manager and employee at 30, 60, 90 days. Progress reviewed in next quarterly cycle.
AI synthesis is the strongest privacy mechanism but only if responses are not stored alongside identifiers. We design the data architecture so responses cannot be traced to responders even by administrators.
360 feedback used for performance management discussions destroys trust. Reserve 360 strictly for development. Performance management uses other inputs (outcomes, OKR achievement, manager observation).
Managers receiving AI-drafted growth narratives need training on how to have the growth conversation. We deliver a 90 minute manager training as part of every program.
Annual cycles produce stale signal. Monthly cycles overload the system. Quarterly cycles are the sweet spot: enough signal velocity, manageable cadence, employees feel seen.
360 responses contain personal information about both the responder and the subject. APP 11 (security), APP 1 (open policy), APP 6 (use) all apply. We design APP-compliant programs from day one.
AI drafts the growth narrative and conversation guide. The conversation itself is human-led. The manager delivers, listens, adjusts, and commits with the employee. AI never replaces the conversation.
Design the 360 program with HR and CHRO. Build the survey instrument tuned to your role architecture and competency framework.
Build the AI synthesis pipeline: responses to themes, themes to growth narrative, themes to conversation guide. APP-compliant data architecture.
90 minute manager training: how to read the AI-drafted narrative, how to have the conversation, how to support follow-through.
Optional ongoing facilitation: cycle setup, manager support, quarterly leadership review of team-level patterns.
Most AU clients have the first cycle live in 14 to 21 days.
Workshop with HR and CHRO. Lock the competency framework, survey questions, cadence, scope (first cohort).
Build the survey instrument and AI synthesis pipeline. APP-compliant data architecture. Pilot on the leadership team.
90 minute training for managers in scope. How to read narratives, have the conversation, support follow-through.
Cycle opens. Responses collected. AI synthesis runs. Narratives delivered to managers. Conversations happen.
Next quarterly cycle. Quarterly review with CHRO on team-level patterns. Program evolves with insight.
The Claude playbook for HR.
The pulse-survey companion.
Same competency framework drives job design.
AI synthesis is the strongest privacy mechanism: responses are paraphrased and themed; no specific comment can be traced back to a responder. We also design the data architecture so responses are stored without responder identifiers (only the subject of feedback is identified). HR cannot trace comments back to responders even with administrator access.
In practice, yes, and often more honest than human-processed cycles. AI does not have social relationships with the responders or the subject; the synthesis feels impartial. Several AU clients report higher comment volume and depth than prior human-processed programs.
We strongly recommend against it. 360 feedback used for performance management destroys trust and honest response. Use 360 strictly for development. Performance management uses outcomes, OKR achievement, and direct manager observation as separate inputs.
Integrates with most AU HRIS platforms (BambooHR, Workday, ELMO, SuccessFactors). Pulls org structure for survey distribution; pushes anonymised completion data for analytics. Does not push individual responses back to HRIS.
Productized: $8,000 setup (program design, pipeline build, manager training). $1,500 to $4,000 per quarterly cycle (depends on employee count). For a 200-person AU business running quarterly cycles, total annual cost is $14K to $24K versus typical $60K to $120K for traditional 360 programs.
Yes. Executive 360 programs are a common starting point. We tailor the synthesis to the executive context (governance, leadership team dynamics, board-facing presence). Executive coach overlay optional.
Designed APP-compliant from day one. Open policy under APP 1, consent and notification at survey distribution, secure storage under APP 11, retention limits under APP 11.2, deletion-on-request workflows. We document the APP-compliant architecture.
No. Managers see only the AI-synthesised growth narrative and themes. Raw responses are accessible only to a minimal HR administrator role with audit logging. The synthesis layer is what protects anonymity.
30 minute demo on a sample 360 cycle. We show the synthesis, the manager guide, the conversation prep, and discuss what cadence makes sense for your business.
All discussions held in confidence. Australian-based consultants.