360-degree feedback is a powerful addition to performance reviews and teamwork assessments. It gives leaders a clear picture of how they're experienced by peers, direct reports and managers – so they can build on strengths and address blind spots.
Why use 360 assessments?
- Objective, multi-rater feedback that supports fair, evidence-based development
- Easy to administer and scale across teams or the organisation
- Clear, actionable reports that facilitators and coaches can use in development conversations
- Flexible design: align questions to your leadership framework or competencies
Making multi-rater feedback work
We help you design, run and report on 360 assessments that fit your culture and development goals. Our platform supports confidential feedback collection and reporting that protects rater anonymity while giving leaders the insights they need. And because we believe in long-term partnerships, we'll be here to help you refine the process year after year.
Read our guide: making multi-rater feedback work for your business
Who benefits from 360 feedback?
360-degree feedback is valuable for anyone in a leadership or people-facing role. It is particularly effective for:
- Senior leaders and executives – who need honest, well-rounded feedback that may not surface in day-to-day interactions
- Middle managers – often the critical link between strategy and execution, they benefit from understanding how their teams experience their leadership style
- High-potential employees – being developed for future leadership roles, they gain targeted input on their growth areas
- Team leads and project managers – who rely on collaboration and influence rather than positional authority
Whether you are running a leadership development programme, succession planning, or building a stronger feedback culture, 360 assessments provide the multi-perspective data that makes development conversations more productive. See how our clients use 360 feedback to develop their leaders.
How the 360 process works
Our 360 feedback process is designed to be straightforward for both administrators and participants. Here is how a typical project unfolds:
- Design and alignment – We work with you to build or adapt a questionnaire that reflects your leadership framework, competencies or values. You choose the rating scale, open-ended questions and reporting format.
- Nominate raters – Each participant selects or is assigned raters from their manager, peers, direct reports and, where relevant, external stakeholders. Our platform makes nomination simple and keeps the process on track.
- Confidential data collection – Raters complete the assessment online at their convenience. Reminders are automated and rater anonymity is protected throughout.
- Reporting – Individual reports highlight strengths, development areas and gaps between self-ratings and others' perceptions. Group-level reports give HR and L&D teams a view of organisation-wide themes.
- Feedback and development – Reports are typically shared in a coaching or facilitated session. We can support facilitators with guidance on interpreting results and setting development goals.
The entire process can be completed within a few weeks, even for large groups. Our platform is flexible, so you can adjust timelines, add rater groups or run multiple cycles throughout the year. Pair 360 feedback with pulse surveys to track development progress between cycles.
Frequently asked questions
Is 360 feedback anonymous?
Yes. Individual rater responses are kept confidential. Reports show aggregated scores by rater group (for example, peers or direct reports) rather than individual responses, so participants can trust that feedback is honest and protected.
How many raters should each person have?
We typically recommend between 8 and 12 raters per participant, spread across rater groups. This provides enough data for reliable, meaningful feedback while keeping the process manageable for everyone involved.
Can we use our own competency framework?
Absolutely. Our 360 assessments can be fully customised to reflect your organisation's leadership competencies, values or behavioural framework. We can also help you design a framework if you do not yet have one in place.
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