Considering using 360 feedback? We teach you what it is and how to use it correctly.
360-degree feedback is a powerful tool for fostering employee growth and organisational development.
And it’s not just us saying that.
In fact, approximately 85% of Fortune 500 companies utilise 360 feedback as part of their performance evaluation strategies.
So we know it’s important.
But how do you incorporate it into your workplace and get the full benefit?
In this blog, we’ll go through:
- What 360 feedback is
- Who can give 360 feedback
- The pros and cons of 360 feedback
- How to maximise 360 feedback
- 360 feedback question
- How to get 360 feedback into your LMS
Let’s get started.
What is 360 feedback?
360 feedback is a structured process where employees receive confidential, anonymous feedback from a circle of people they work with.
This typically includes managers, peers, direct reports, and sometimes external stakeholders like clients or partners.
It goes beyond the traditional top-down performance review by offering a multi-dimensional view of behaviour, skills, and impact.
But 360 feedback isn’t just about gathering opinions.
It’s a powerful L&D tool that can drive personal growth, team effectiveness, and leadership development.
360-degree feedback can be used for various purposes, including performance evaluation, leadership development, team development, and identifying training needs.
We tend to recommend it for learning and performance, rather than just performance reviews.
Related: How to link learning and performance
Who can give 360 feedback?
In a 360-degree feedback process, feedback can be provided by a variety of individuals.
Of course, they should be those who interact with the person being evaluated in a professional context.
This typically includes:
1. Peers: Colleagues who work alongside the individual, at a similar level within the organisation.
2. Supervisors: Managers or team leaders who directly oversee the individual’s work.
3. Direct reports: Employees who report to the individual being evaluated.
4. Clients or customers: External stakeholders who interact with the individual, such as clients, customers, or vendors.
The feedback from these different perspectives provides a comprehensive view of the individual.
Depending on the specific goals of the feedback process, additional sources such as mentors, coaches, or other relevant stakeholders could also be included.
Related: What is constructive feedback [+ examples of it in action]
Should 360 reviews be used for performance?
360-degree reviews can be used for performance evaluation, but it’s important to consider certain factors before implementing them in this context:
1. Purpose and goals
Determine the purpose of using 360-degree feedback for performance evaluation.
While it can provide valuable insights into an individual’s strengths and areas for improvement, it should align with the organisation’s goals and performance management strategy.
2. Trust and confidentiality
Ensure that participants trust the anonymity and confidentiality of the feedback process.
This encourages honesty and openness in providing feedback, leading to more accurate assessments.
3. Training and support
Provide training and support to participants on how to give and receive feedback effectively.
This helps to ensure that the feedback given is constructive, actionable, and focused on performance improvement rather than personal criticism.
4. Clear criteria and standards
Establish clear criteria and standards for evaluating performance based on the feedback received. This ensures consistency and fairness in the evaluation process.
5. Integration with other evaluation methods
Consider integrating 360-degree feedback with other performance evaluation methods, such as self-assessments, supervisor assessments, and objective metrics.
This provides a more comprehensive view of an individual’s performance.
6. Feedback for development
Emphasise using 360-degree feedback as a tool for development rather than solely for performance appraisal.
Encourage individuals to use the feedback to identify areas for growth and create actionable development plans.
Overall, while 360-degree reviews can be valuable for performance evaluation, it’s essential to approach them thoughtfully, with clear objectives, proper training, and a focus on using feedback for development and improvement.
We tend to think of 360 feedback as another tool to measure development, as opposed to a way to measure job performance.
Why is 360 feedback important?
The big question when it comes to 360 feedback is, does it work?
The short answer is yes.
It provides a holistic view of an employee’s performance meaning you can get a better sense of how your employees are doing.
Here’s a few reasons why 360 feedback is so important:
1. Multiple perspectives = balanced insights
Traditional performance reviews usually involve feedback from just one manager. But that’s a limited view because your boss only sees a slice of your work.
With 360 feedback, you get input from people across levels:
- Peers know how you collaborate.
- Direct reports can reflect on your leadership and communication.
- Managers focus on your performance and potential.
- Customers or clients (if included) can assess service or impact.
This multi-source input reduces individual bias, uncovers behavioural trends, and offers a more objective picture of how you’re really doing.
2. Reveals blind spots
Everyone has areas they’re unaware of; habits, behaviours, or communication styles that may unintentionally harm relationships or hinder performance.
A manager might not see how someone dominates meetings or avoids responsibility, but a peer definitely would.
By surfacing these hidden areas, 360 feedback helps employees course-correct.
For example, someone might believe they’re being assertive when others experience them as aggressive.
That awareness is the first step toward growth, which is only ever a good thing.
3. Encourages self-awareness and growth
When people compare how they see themselves with how others see them, the contrast (or alignment) can be eye-opening.
This reflective process deepens emotional intelligence; a valuable soft skill.
Self-aware employees are more coachable, more adaptable, and often more successful.
They’re open to change and more likely to engage in continuous improvement. 360 feedback creates a structured moment for that reflection.
4. Promotes accountability
In an environment where everyone can give feedback, employees are more likely to be mindful of how they treat others.
It sets a cultural expectation of mutual respect, shared responsibility, and transparency.
It’s no longer just about “what the boss thinks”, it’s about how your actions affect everyone.
That makes people more accountable for their behaviour, and encourages clearer, more respectful communication.
5. Supports leadership development
360 feedback is especially valuable for people in, or aspiring to, leadership roles.
Leaders often don’t get much honest feedback because of the power dynamic.
Subordinates may hesitate to speak up unless there’s a safe, structured way to do so.
Leadership requires strong interpersonal skills, trust-building, and empathy.
360 feedback helps leaders understand how their style affects morale, motivation, and performance and gives them a roadmap to grow into better, more inclusive leaders.
6. Helps with team alignment
When a team shares feedback with each other, it exposes misaligned expectations, communication gaps, and cultural issues. It also builds a common language around values, behaviours, and goals.
Teams that regularly exchange feedback perform better, they trust each other more, solve conflicts faster, and improve collaboration.
360 feedback makes feedback a team norm rather than an exception, creating a culture where people support each other’s growth.
Cons of 360 feedback
With all of the above said, it only truly works when it’s done right, meaning:
- It’s anonymous (to get honest responses),
- It’s used for development, not punishment,
- There’s a safe, supportive environment,
From managing the process to potential fallout if it’s done wrong, you should take care before incorporating it into your workflows.
How to conduct 360 feedback
360-degree feedback can be a powerful tool for personal and professional growth when it’s done right.
By gathering input from a range of colleagues, including peers, direct reports, and managers, this approach provides a well-rounded view of an individual’s strengths and opportunities for development.
But a successful 360 feedback process requires more than just sending out a survey.
It needs thoughtful planning, clear communication, and the right tools to support it.
Let’s run through a step-by-step guide to setting up and running a 360-degree feedback process; from defining your goals to using your LMS to support development.
1. Define objectives and outcomes
The first step in setting up 360-degree feedback is to clearly define the purpose of the process.
Determine what you hope to achieve, whether it’s developing leadership capabilities, improving team communication, supporting individual growth, or informing performance appraisals.
Having a specific focus ensures that the feedback is relevant and actionable.
Set measurable success criteria so you can later evaluate the effectiveness of the initiative.
2. Identify participants
Next, select the individuals who will be receiving feedback, often referred to as “subjects.”
Then, carefully choose a diverse group of raters who work closely with the subject and can offer meaningful insights.
These usually include direct supervisors, peers, direct reports, and sometimes customers or external partners.
The goal is to get a well-rounded view of the subject’s strengths and development areas by drawing feedback from multiple perspectives.
3. Design the feedback framework
Designing a clear and relevant feedback framework is essential for gathering useful input. Decide on which core competencies and behaviours to assess, such as communication, teamwork, leadership, or decision-making.
Create or customise a questionnaire that balances quantitative questions (such as rating scales) with qualitative ones (such as open-ended comments).
The language should be simple, consistent, and aligned with your organisation’s values or leadership model.
4. Select or integrate with a platform
Choosing the right tool for managing the feedback process is critical.
You can use dedicated 360-feedback software or internal survey platforms, but ideally, this step includes leveraging your organisation’s learning management system (LMS).
If your LMS supports integration, embed the feedback process directly within it.
This allows participants to access relevant training on feedback etiquette, track completion, and store individual development plans securely.
The LMS can also be used to assign targeted learning resources based on feedback outcomes.
5. Communicate the process clearly
Transparency and clear communication are key to building trust and ensuring participant engagement.
Explain why the feedback process is being introduced, what it will involve, and how the data will be used.
Clarify timelines, expectations, and whether the feedback will be anonymous.
You may also want to use the LMS to deliver short training modules or FAQ resources to help people understand how to give constructive and respectful feedback.
6. Launch the feedback survey
Once everything is in place, distribute the feedback forms to the selected raters.
Make sure they understand the deadline and have easy access to the survey.
Consider sending reminders to ensure timely participation.
During this stage, it’s helpful to have a designated contact person or support team ready to assist with any technical issues or questions.
7. Collect and analyse data
After the feedback period closes, collect the data and prepare it for review.
Quantitative results can be compiled into charts and scores, while qualitative responses should be organized by theme.
If anonymity is promised, ensure that the reporting format protects the identity of the raters.
Patterns and recurring themes will help identify the subject’s strengths and key areas for development.
8. Deliver feedback to subjects
Present the feedback in a thoughtful and supportive manner, usually in a one-on-one session with a manager, coach, or HR representative.
Focus on both strengths and growth opportunities, and encourage the subject to reflect on the findings.
A structured debrief helps the recipient understand the feedback objectively and respond constructively rather than defensively.
9. Develop an action plan
Based on the feedback, the subject should work with their manager or coach to develop a personal development plan.
This plan should include specific goals, actions, and timelines for improvement.
The LMS can be used to assign learning modules, monitor progress, and track completion of development activities.
This ensures that feedback leads to real growth rather than just being a one-time event.
10. Follow up and review progress
Finally, it’s important to revisit the action plan at regular intervals to assess progress.
This could involve follow-up meetings, progress check-ins, or even a second round of 360-degree feedback after a set period.
Embedding these follow-ups into your LMS can make tracking and accountability much easier.
Ongoing review ensures the feedback process drives continuous improvement and supports long-term development.
360 feedback questions: Key examples
Asking the right questions is at the heart of any effective 360-degree feedback process.
Whether you’re collecting input from peers, direct reports, or managers, thoughtfully crafted questions can uncover valuable insights into a person’s strengths, blind spots, and growth opportunities.
Here are some questions you could consider using:
This person communicates clearly and effectively with others.
Rating scale: Strongly disagree – Strongly agree
This person is open to feedback and willing to make improvements based on input.
Rating scale: Strongly disagree – Strongly agree
This person demonstrates leadership qualities, even when not in a formal leadership role.
Rating scale: Strongly disagree – Strongly agree
This person remains calm and professional under pressure.
Rating scale: Strongly disagree – Strongly agree
This person is proactive in identifying and solving problems.
Rating scale: Strongly disagree – Strongly agree
What is one strength you consistently see in this person’s work or behavior?
Open-ended
What is one area where this person could improve or grow professionally?
Open-ended
If you could give this person one piece of advice to support their development, what would it be?
Open-ended
How to maximise the benefits of 360-degree feedback
Ok so you’ve set up feedback efficiently and you’ve decided your questions.
But what next?
It’s not a case of set it and forget it.
When it comes to getting the most out of 360 feedback, there’s a few things that you can do:
- Anticipate future needs
- Expand your reach
- Prioritise confidentiality
- Evaluate costs
- Take action
Let’s look at these in more detail.
1. Anticipate future needs
Identify essential cognitive and behavioural skills crucial for the organisation’s future.
Utilise feedback from 360-degree programs to groom future leaders and pinpoint areas for targeted learning and development initiatives.
2. Expand reach
Offer professional development opportunities to all employees, ensuring personalised career growth.
Scale assessments to identify workforce gaps and strengths, enabling tailored development strategies.
3. Prioritise confidentiality
Uphold anonymity in feedback processes to encourage honesty and mitigate fear of reprisal. Clearly communicate confidentiality measures to ensure raters feel secure in providing candid feedback.
4. Evaluate costs
Consider both monetary and time investments. Define parameters, such as assessment duration and rater numbers, to manage resources effectively.
Remember, you can incorporate 360 feedback into your LMS with no financial cost at all. With Totara, you can make use of their survey and feedback options to send and then collate staff feedback.
5. Take action
Act on feedback promptly by providing support and resources for improvement.
Neglecting follow-up undermines the effectiveness of the feedback process and diminishes employee engagement.
Plus, you need to be ready to offer necessary support for employee development based on feedback received.
Implementing 360 feedback in your LMS
Integrating 360-degree feedback into your LMS can streamline development and help employees grow continuously.
With BuildEmpire LMS, feedback becomes more than just a one-time event, it’s part of an ongoing learning journey.
Why integrate 360 feedback with BuildEmpire LMS?
BuildEmpire allows you to seamlessly collect feedback, track results, and link them directly to development plans.
Here’s how:
- Centralise feedback and learning: Store feedback reports and learning resources in one place, making it easy for employees to access and act on.
- Automate feedback: Schedule and send feedback surveys effortlessly, ensuring smooth and timely collection.
- Track progress: Use reporting tools to measure growth over time, comparing results from different feedback cycles.
- Personalize learning: Create customized learning paths based on feedback, helping employees focus on their areas of development.
- Facilitate meaningful conversations: Data-driven insights make feedback discussions more effective and actionable.
Integrating 360 feedback into a BuildEmpire LMS helps employees understand their performance and provides clear steps for improvement.
Want to see how we can transform your feedback process?
Book a demo to see the platform in action, or read the full guide to incorporating feedback into your LMS.
