360 feedback

Curious about 360 feedback and whether it is worth the effort?

This guide explains what 360 feedback is, why it matters for developing leaders and teams, and how to run it in a way that actually helps your people grow.

What is 360 feedback?

360 feedback (also called 360 degree or multi rater feedback) is a way of gathering performance feedback from several people, not just a manager.

Instead of a single top down review, a team member receives structured feedback from:

• their manager.

• peers they work with day to day.

• direct reports, if they manage others.

• sometimes, customers or external partners.

The aim is to build a more rounded view of behaviour, skills and working style than you get from one person’s opinion.

Why use 360 feedback?

If you only rely on an annual performance review, you risk missing important perspectives. 360 feedback can:

• Give fuller insight. Show how a team member shows up across different teams and situations.

• Build self awareness. Help people see how others experience their strengths and blind spots.

• Support development. Highlight clear areas to grow, not just what needs to “improve”.

• Increase fairness. Reduce the impact of one manager’s bias or limited view.

• Normalise feedback. Encourage regular, honest conversations rather than once a year surprises.

Used well, 360 feedback becomes less about scoring and more about helping people get better at what they do.

How to run 360 feedback well

Collecting feedback from lots of people can feel messy without a simple process. A strong 360 feedback set up usually includes:

• Clear purpose. Be open about why you are running 360 feedback and how results will be used.

• Simple, focused questions. Link questions to your values and core skills, not a long wish list.

• Anonymous responses. Protect individual voices so people feel safe to be honest.

• Easy to read reports. Share themes, quotes and scores in a format people can understand quickly.

• Support for action. Turn insight into one to three concrete development goals, not a long report that gets filed away.

Digital tools can help you send surveys, keep responses anonymous and turn results into clear development plans.

Who uses 360 feedback?

360 feedback is common in organisations that want to:

• grow current and future leaders.

• support managers with coaching and development.

• strengthen collaboration between teams.

• build a culture where feedback is expected, not feared.

It is especially useful when someone is stepping into a new role, leading a bigger team or working closely with many stakeholders.

Get your feedback together

When teams are busy, it is easy for feedback to become an afterthought.

With the right tools, you can bring manager reviews, peer input and team surveys into one simple view, helping everyone see where they shine and where they can grow next.