Our Frequently Asked Questions

How do I register a new employee?

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!

What happens if my supervisor changes?

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.

What happens when one of my employees leaves the company?

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.

Can I define two supervisors?

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.

How safe is my company data?

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.

Where do you store our company data at?

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.

What does it actually cost?

We charge an easily calculable 6€ per employee per month, all features included. For enterprise pricing, please don’t hesitate to contact us at enterprise@loopline-systems.com!

What are your payment modalities?

We offer flexible quarterly payments. Additionally, we have attractive 6, 12 and 24 month plans. Please contact us for more details.

Do you offer additional services for enterprise customers?

We would be happy to talk about your specific needs! Just contact us anytime at enterprise@loopline-systems.com.

We are a small NGO – do we have to pay for your tool?

Please contact us at contact@loopline-systems.com, we will be happy to discuss how we can help!

How does the feedback process work?

Our feedback process consists of three simple steps:

1. Preparation: Both supervisor and direct report pre-assess their performance
2. Feedback meeting and finalization: Both discuss the performance assessment and employee satisfaction during a face to face meeting. Afterwards, the supervisor can adjust the pre-assessment before uploading supporting documents and finalizing the feedback.
3. The direct report approves her or his final assessment. Only approved data will be part of the reporting and visible to other supervisors.

How does the 360-degree feedback work?

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).

Is the 360-degree feedback option compulsory?

No, we believe that the direct supervisor should know best when and from whom to collect qualified feedback.

Who will see 360-degree degree feedback answers?

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.

How do you measure performance?

We only measure the overall outcome on a freely adjustable feedback scale. However, you can always add templates with additional feedback dimensions.

Can we adjust the performance scales?

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!

How does my satisfaction pulse check work?

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.

Can we adjust the satisfaction scales?

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.

Who can see my satisfaction notes that I leave over time?

Only you. Only the overall performance at the end of each feedback period will be visible to supervisors.

Can I keep track of my success stories?

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.

What about my development goals?

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.

What’s the difference between development goals and performance targets?

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.

What can I do with the performance data?

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.

I identified my top performers – how do I make sure they have everything they need to stay on top of their game?

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.

Can anyone see performance data?

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.

Which extra features do you offer?

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.

Do you have any advice on performance feedback?

We are trying to share as many learnings as possible – have a look at our blog! Any suggestions? Great, let us know at contact@loopline-systems.com.