Questions, answered

Step Up 2 BAT is a Behavioural Awareness Tool. It gives each leader anonymous, structured feedback from their own team about how they lead day to day, so they can grow, perform better and build stronger working relationships.

It means seeing how your behaviour actually lands with the people you lead. BAT looks at ten everyday leadership behaviours, such as listening, appreciation and feedback, and shows each leader where their own view of themselves matches their team's and where it differs.

Because these are behaviours rather than personality traits, every result points to something a leader can practise and improve.

Explore the ten building blocks

A performance review is usually one person's top-down judgement. BAT is built for development. The people who experience a leader's behaviour every day, their team, give anonymous feedback, and the leader answers the same questions about themselves.

The result is a starting point for a conversation, not a grade.

HR and Learning and Development teams who want to develop their leaders using real evidence from the people they lead, rather than generic training. And leaders who want an honest picture of how they come across, with clear areas to work on.

Yes. What matters is team size rather than company size. To protect anonymity, by default a manager only sees results once at least three people have answered about them, so BAT works best where each manager leads a team of three or more.

There are four steps. First, your admins add your people and set the survey dates. Second, each team member receives their own secure link, by email or by printed letter. Third, staff answer short questions about their manager, anonymously. Fourth, when your admins make the results available, each manager with enough responses receives their report, and optional Aftercare helps them act on it.

The question set is fixed, and that is deliberate. Every question describes an observable behaviour, sits under one of the ten building blocks, and comes in a matching pair: one version for the team and one for the leader's self-assessment.

A consistent set is what makes results comparable across your managers and over time. You can export the full question set as a CSV to review with stakeholders before you launch. You can also choose the words used for managers, such as "manager", "people manager" or "leader", so the survey sounds like your organisation.

Each person receives their own secure link by email, or by printed letter with a short link and QR code. There is nothing to install and no account to create, and the survey works on a phone as well as a computer.

Reminders to your people go out only when your admins choose to send them, never automatically, so you stay in control of timing and tone. Your admins are reminded automatically before a survey opens.

About five minutes for each person taking the survey. If someone stops part way, their answers are kept and the same link brings them back. You choose when the survey opens and closes, so the round fits around your calendar.

They take part by printed letter. Each letter carries that person's own short link and QR code, so they can scan it with a phone or type the address into any browser. These are often the people whose feedback is most worth hearing.

Yes. Managers see combined scores, never who gave which. People only tell the truth about their manager when they are sure it cannot come back to them, so combining scores is built into how the tool works.

That is also why, by default, a manager sees nothing until at least three people have answered: with only one or two responses, a combined score is close to an individual answer.

Small groups stay hidden: by default a manager sees nothing until at least three people have answered about them. Your organisation can raise that number, and can waive it for an individual manager where there is a good reason.

Your organisation also decides how written comments are handled: reviewed before managers see them, which catches the rare comment that would identify who wrote it, shown as written, or not collected at all. Review is there to protect the person who wrote the comment, not to soften criticism.

BAT is hosted in the EU, and every connection to BAT from a browser is encrypted with HTTPS. Our hosting provider monitors its data centres 24/7, and we run automated security audits. Access follows the roles in your organisation: employees see no results, managers see their own when your admins make them available, and senior leaders see the part of the structure they are responsible for.

BAT does not use AI to score or judge your managers. Scores come from fixed, transparent calculations.

BAT is hosted in the EU, so your data is held and processed under the GDPR. Our privacy policy sets out what we collect and why.

If your procurement or legal team needs more detail, we are happy to share our data protection information and put a data processing agreement in place.

Read our privacy policy

The leader's own team, the people who work with them every day. The leader also answers the same questions about themselves, so they can see where their view and their team's agree and where they differ.

BAT is 180° feedback. A 360° review also asks peers and senior colleagues, which spreads attention across many relationships and takes longer to run. BAT focuses on the relationship people feel most day to day: a leader and their team.

That keeps it quick to run and the results clear to act on: become aware, accept what you hear, and act on it.

Each manager sees their results under the ten building blocks, including where their view of themselves differs from their team's, and, where your organisation collects them and shows them to managers, their team's written comments. Managers with managers below them also see a view of their part of the organisation, and senior leaders see further down the structure they lead.

Your admins decide when managers see their results. They can be released after the survey closes, alongside a briefing, so they do not arrive as a surprise. Your admins can also choose to let managers see early results while the survey is still running.

Yes. The report shows where a leader is strongest and which areas are most worth working on. Aftercare, an optional add-on, follows up with a short series of emails: it asks each manager what they will work on, checks in on how it is going, and can finish with a year-end summary they keep.

Yes. Run BAT again later and the new results can be compared with the earlier survey, so leaders and your HR team can see what has changed.

Pricing depends on the size of your organisation and the options you choose, such as Aftercare. Get in touch and we will put together a quote for you. No hidden fees, no surprises.

Ask for a quote

Yes. We would love to walk you through BAT. Get in touch and we will show you how it would work for your organisation.

Book a walkthrough

Typically two to three days from having your list of people to a survey that is ready to send.

No. BAT runs in a web browser. Your admins manage everything through a simple web interface, including bulk import and export of your people, and your people just follow their secure link. There is nothing to install.

Step Up 2 BAT is built by Step It Up HR, the HR and leadership consultancy founded by author and HR leader Debra Corey. Our belief is simple: leadership awareness is the cornerstone of personal and organisational growth.

About us

BAT is the Behavioural Awareness Tool from Step It Up HR, a leadership consultancy that runs workshops and speaking engagements built on the same principles.