What is 360 Degree Feedback in the Workplace?


The true value of feedback in the workplace is beginning to be better understood as greater value is placed on employee engagement. Indeed, in the past, feedback was seen almost as something that just occurs as and when needed.
Now, though, many managers and HR departments are realising that feedback can drive key workplace improvements, including in:
- Staff retention
- Levels of workplace wellness and employee satisfaction.
- Levels of productivity
With this greater understanding of the importance of feedback, many companies are turning to 360 degree feedback, which in essence means using a more balanced, human-centred way of understanding your employees.
What Is 360 Degree Feedback?
360-degree feedback is a development tool that collects input from a range of colleagues, including managers, peers, direct reports, and sometimes clients, to provide a full-circle view of how an employee is perceived at work.
Rather than relying on just a manager’s opinion, it uncovers blind spots, highlights strengths, and helps guide personal and professional growth.
It is also sometimes referred to as multi-rater feedback.
- Peer feedback
- Manager or supervisor input
- Feedback from direct reports
- Self-assessment
- Optional external input, such as clients or stakeholders
Instead of relying on a single view from the top, this approach collects a broader range of perspectives to give a more complete picture.
Why It’s Called 360-Degree Feedback (and How It Works)
Running a 360 feedback program isn’t complicated, but it works best when planned well. Here’s how it usually unfolds:
- Start with clear communication: Explain the “why” behind the process so everyone’s on board and knows what to expect.
- Invite the right mix of people: Include colleagues who work closely with the person, such as managers, peers, and direct reports.
- Use a consistent method: Most teams use confidential online surveys to keep things structured and easy to manage.
- Protect privacy: Let everyone know their responses will stay anonymous. It helps to entice more honest feedback.
- Look at the big picture: Once responses are in, pull together a summary that highlights patterns and key takeaways.
- Act on the feedback: Work with the employee to set specific goals based on what’s been shared.


The Value of 360 Degree Feedback
1. A Wider Perspective on Performance
Instead of relying solely on a manager’s view, 360 feedback collects insights from the people someone works with day in and day out.
The key point is that it helps paint a fuller picture of how someone really operates in their role.
2. Developing Self-Awareness
Many employees are surprised by how others see them, sometimes in a good way, sometimes as a wake-up call.
Either way, it helps them understand their impact.
Indeed, research by the American Psychological Association highlights that multisource feedback can improve self-awareness and facilitate behavioral change in professional environments. View full study (PDF)
3. Strengthening Teams
When people understand how their behaviour affects others, teamwork improves.
McKinsey notes that fostering a culture of feedback requires intentional learning design, leadership modeling, and trust. Embedding feedback into everyday interactions creates long-term cultural change. Explore their results.
4. Supporting Leadership Growth
For managers and team leads, upward feedback is often limited. This tool offers a safe, honest way to reflect on their leadership style.
5. More Targeted Development
Instead of guessing where to improve, employees can focus on real feedback, creating a clear feedback loop that drives purposeful growth.
This makes coaching and training more effective. (Read more about feedback loops and how to use them.)
6. Increasing Retention and Engagement
Employees who feel seen and valued are more likely to stay. Constructive feedback helps people feel invested in and connected to their work.
Comparison of Common Workplace Feedback Methods
Feedback Method | Source of Feedback | Perspective Depth / Use |
---|---|---|
Manager-only review | Supervisor only | Narrow / Performance appraisals |
Peer review | Teammates only | Moderate / Team dynamics |
360-degree feedback | Peers, reports, manager, self | High / Development & leadership |
This breakdown shows how 360-degree feedback compares to more limited approaches. Next, let’s look at the common mistakes teams make when rolling it out.
Pitfalls to Avoid (and How to Fix Them)
1. Fear of Being Judged
Feedback can be stressful, especially when it’s anonymous.
Tip: Build a culture that treats feedback as a tool for learning and developing, not for catching people out and punishing them.
2. Biased Responses
People’s opinions can be influenced by past disagreements or personal bias.
Tip: Use consistent questions and offer guidance to help raters stay fair.
It’s helpful to also explore examples of poor or ineffective feedback so you can recognize and avoid common communication pitfalls.
3. Too Much Data, Not Enough Clarity
It’s easy to overwhelm employees with too much information.
Tip: Focus on 2-3 key themes instead of everything at once.
4. No Follow-Through
If feedback isn’t followed by action, it loses its value.
Tip: Support employees in setting development goals and check in regularly.
Explore our ready-to-use Feedback Training Course Materials – perfect for HR professionals and trainers to run workshops with minimal prep time.
Making 360 Feedback Work in Your Organisation
1. Test the Waters
Start with a small group before rolling it out more broadly.
2. Explain the Process
Be transparent. Let people know what the feedback will be used for, and what it won’t.
3. Choose the Right Platform
Choose tools that your managers will find relatively easy to manage and use (such as Spidergap).
The list of tools in the ‘Examples of 360 Feedback Tools’ section later in this post provides some ideas of tools you can use.
4. Train Leaders and Employees
Help everyone understand how to give and receive feedback constructively.
To ensure feedback is meaningful and well-received, it’s important to understand the principles of giving effective feedback, including timing, tone, and clarity.
5. Keep It About Growth
Don’t tie feedback directly to bonuses or promotions. Focus on reflection and learning.
Want to encourage a feedback culture through hands-on practice? These feedback activities and examples are ideal for team workshops and communication skills sessions.
Common Roles That Benefit Most From 360 Feedback
Some roles gain more value than others from 360-degree feedback, especially when collaboration, leadership, or communication is core to the job.
It’s particularly effective for professionals navigating cross-functional teams or managing others.
Those who tend to benefit the most include:
- Middle managers – who need insight from both leadership and direct reports
- Team leaders – balancing peer support with accountability
- Project coordinators – often working across departments
- Sales managers – where client feedback adds a useful perspective
- Emerging leaders – developing soft skills and leadership readiness
- HR professionals – to model feedback culture and improve coaching
This feedback approach offers these roles well-rounded insights that they may not get through traditional reviews alone.
Where 360 Feedback Is Most Effective
You’ll see the most impact when:
- You’re developing leadership skills
- You want to improve communication or collaboration
- You have a team culture that values honesty and openness
360 feedback may not be a good fit when:
- Team trust is low
- Employees are brand new
- The results will be used for performance rankings


360-Degree Feedback Examples
Example 1
At a growing travel operator in Birmingham, UK, senior managers were asked to take part in a 360 feedback initiative.
While some were unsure at first, they quickly saw the benefits. With honest input, they discovered both strengths and areas they had overlooked.
After six months:
- Internal promotions increased
- Team satisfaction scores improved
- Leadership turnover dropped by 20%
What made the difference? The company didn’t just collect feedback. They used it.
Example 2
At a mid-sized marketing firm in London, 360 feedback revealed communication issues among project teams.
By using structured reviews, the leadership team addressed silos and improved cross-departmental collaboration. Employee satisfaction rose by 18% within four months.
360 Degree Feedback Tools
Several platforms make it easier to run 360-degree feedback in the workplace. Here are a few popular options:
- Culture Amp – Syncs with your HR systems and makes real-time feedback simple to collect and act on.
- Lattice – Lets you tailor surveys to your goals, with useful reporting features for managers and HR teams.
- Spidergap – Easy to set up and ideal for smaller teams or first-time users.
- Trakstar – Offers a large library of competencies and makes visualizing trends easy with dashboards.
- SurveySparrow – Mobile-friendly and well-suited to frequent check-ins or lighter pulse-style feedback.
These platforms act as modern performance appraisal tools, offering a structured way to collect and assess feedback.
For example, they can support structured employee performance appraisal frameworks through automated surveys and reporting features.
They allow teams to:
- Send out surveys
- Ensure anonymity
- Summarise results visually
- Track changes over time
Why 360-Degree Feedback Aids Workplace Growth
One of the biggest strengths of 360-degree feedback is its power to encourage self-reflection. When someone sees how their intentions differ from how they’re perceived, it opens the door for genuine growth.
Encourage employees to:
- Look for themes in the feedback
- Clarify anything that’s unclear
- Choose 1–2 areas to work on
FAQs
Is 360-degree feedback anonymous?
It normally is, yes. This is necessary in order to encourage genuine feedback from those involved, and without any concerns over judgment.
What are the main disadvantages of 360-degree feedback?
There is the potential for bias, too much data/input, and a lack of follow-up.
How often should you run a 360-degree feedback cycle?
As it involves collecting feedback from many sources, once or twice a year is normally enough.
Final Thoughts: Use Feedback to Build a Better Team
When used well, 360 degree feedback can help people lead more effectively, work together better, and grow with intention.
Indeed, one of the key points is that it provides a much clearer and rounded picture, and when used well, it can benefit the employee’s growth and development, in addition to aiding workplace productivity and staff retention.
Above all, it helps people feel seen. And in a workplace built on trust and growth, that’s a powerful thing.


Download the Feedback Training Course
- Editable PowerPoint slides
- Participant workbook (PDF)
- Trainer notes and activities
- Ideal for teaching 360-degree feedback
Perfect for HR professionals and corporate trainers to run engaging feedback workshops with no prep hassle.
Download Full Course Materials