How a 360 review is run
HR picks the employees to be reviewed, usually managers and senior staff, and each chooses or is assigned six to twelve raters across groups. Raters answer a short questionnaire on behaviours such as communication, decision-making, teamwork and developing people, with room for comments. Responses from peers and reportees stay anonymous and are shown only as group averages, so people can be honest. A trained HR person or coach then walks the employee through the report and helps turn it into a development plan.
Where 360 feedback helps and where it hurts
It is useful for managers because the people they lead see behaviours their own boss does not: whether they give credit, listen, delegate or lose their temper under pressure. It works poorly when linked to pay or ratings, because raters then trade favourable scores or settle old scores, and when teams are so small that anonymity is impossible. A plant supervisor with three reportees will know exactly who wrote what. Use it for development first and act on what comes out.
- Explain the purpose and confidentiality rules before sending forms
- Show a rater group's answers only when it has at least three people
- Ask about observable behaviour, not personality
- Keep the questionnaire short enough to finish in 15 minutes
- Follow every report with a development plan, or people stop taking part
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Book a free demoSee pricingFrequently asked questions
What is the difference between 360-degree feedback and a performance appraisal?
A performance appraisal is usually a manager's assessment of results against goals, and it drives decisions such as increments and promotions. 360-degree feedback gathers views from peers, reportees and others about behaviour and working style, and is mainly used for development. Some companies consider 360 input in appraisals, but many keep the two separate to protect honest feedback.
Is 360-degree feedback anonymous?
Feedback from peers and direct reports is normally anonymous and reported only as group averages, with comments shown without names. The manager's feedback is usually not anonymous. Anonymity only holds if each rater group has at least three people, so in small teams HR should combine groups or leave out the reportee section.