360-degree feedback survey: Guide & best practices

Performance reviews often feel one-dimensional, a sentiment supported by data showing that only 14% of employees strongly agree that the reviews they receive inspire them to improve. When feedback comes from just one source—usually a manager—it's hard to get a complete picture of how an employee truly contributes to the team. That's where 360-degree feedback surveys come in. They gather insights from multiple perspectives, creating a more comprehensive view of performance and potential.

For People Ops teams and managers looking to build stronger, more self-aware teams, 360 feedback offers a powerful solution. It's particularly valuable for distributed teams where daily interactions happen across different time zones and digital channels. This guide walks you through what 360-degree surveys are, how to implement them effectively, and the best practices that make them successful.

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What is a 360-degree feedback survey?

A 360-degree feedback survey is a comprehensive performance evaluation tool that gathers input from multiple sources around an employee—including managers, peers, direct reports, and sometimes external stakeholders like clients or vendors. Unlike traditional reviews that rely on a single perspective, this "360-degree" approach creates a complete circle of feedback, providing a more balanced and accurate picture of an employee's performance, strengths, and development opportunities.

How does a 360-degree survey work?

A 360-degree survey is often conducted as an online questionnaire sent to a group of people that includes the subject's supervisor, colleagues, direct reports, and other stakeholders. The questions are designed to assess a range of skills, behaviors, and competencies that are relevant to the employee's role.

The feedback provided may include both ratings and written comments, and it is usually anonymous and confidential. The responses provided by people in the same category (e.g., direct reports) might be combined in order to preserve anonymity.

What are the benefits of a 360-degree survey?

• A 360-degree survey provides insights from multiple perspectives, which is not possible with a traditional performance review conducted by one's manager. It offers a more balanced approach and thus provides a more complete picture of an employee's strengths and weaknesses.

• Receiving feedback from different directions makes it possible for the employee to understand how their work is perceived by different stakeholders, and how their work contributes to the functioning of the organization as a whole. It makes it easier to build on their strengths and identify areas for improvement, which can inform subsequent training and professional development—a key driver for retention, as 87% of millennials rate growth and development opportunities as important in a job. The information gathered can also be a great source of qualitative data to track as part of your HR strategy.

• The 360-degree approach also has the potential to improve teamwork, since feedback from one's peers can help people develop greater self-awareness and improve the way they work with their colleagues. Moreover, teammates being accountable to each other ultimately helps the team perform better as a whole, with research showing that strengths-based development can lead to an 8% to 18% increased performance.

How to implement a 360-degree feedback survey

Ready to get started? A successful 360-degree feedback process requires careful planning and clear communication. Here's a simple, step-by-step guide to help you roll it out smoothly.

• Define your goals: Decide what you want to achieve—individual development, team improvement, or leadership identification.

• Choose participants carefully: Select the employee for self-assessment plus a balanced group including their manager, peers, and direct reports.

• Design focused surveys: Use behavior-based questions relevant to the employee's role. Mix rating scales with open-ended questions for comprehensive insights.

• Communicate transparently: Explain the purpose, timeline, and confidentiality to all participants. Emphasize this is for development, not punishment.

• Compile and analyze results: Create reports that summarize feedback by group while protecting individual anonymity.

• Create action plans: Have trained managers help employees interpret results and develop personal growth plans.

360-degree feedback survey best practices

To ensure your 360-degree feedback process is effective and positive, it helps to follow a few key principles. Here are some best practices to keep in mind:

• Guarantee anonymity: Build trust through confidential responses and combined reporting that protects individual identities.

• Focus on development: Frame surveys as growth tools, not performance evaluations tied to promotions or compensation. This is especially important given that only 26% of employees strongly agree that the feedback they currently get helps them do better work.

• Train your raters: Provide brief guidance on giving constructive, specific, unbiased feedback.

• Keep surveys concise: Focus on critical competencies to avoid rater fatigue and maintain response quality.

• Follow up consistently: Support development plans with regular check-ins and growth resources.

Potential challenges and solutions

While 360-degree feedback is a powerful tool, it's not without its challenges. Being aware of potential pitfalls can help you navigate them effectively.

Here are three common challenges and how to address them:

• Fear of criticism: Build psychological safety by emphasizing development goals over punishment. The trust this fosters is crucial for engagement; when employees strongly trust their leaders, they are six times more likely to be engaged.

• Rater bias: Use behavior-based questions and provide unconscious bias training for all participants.

• Lack of follow-through: Make action planning mandatory and equip managers with coaching skills.

Building stronger global teams with comprehensive feedback

A well-executed 360-degree feedback process does more than measure performance—it builds a culture of growth and accountability, which is vital since 80% of employees who have received meaningful feedback in the past week are fully engaged.

The result? Team members who feel supported in their development and empowered to become stronger leaders, no matter where they work. Ready to build your global team? Start hiring globally with a platform that helps you care for them.

FAQs

What's the difference between a 180 and 360 review?

A 180-degree review gathers feedback from managers and self-assessments, while 360-degree reviews add input from peers and direct reports for a complete circle of perspectives.

Is 360 feedback outdated?

Modern 360 feedback remains highly relevant when used as a developmental tool focused on continuous improvement rather than outdated annual evaluations.

How often should 360 feedback surveys be conducted?

Most organizations benefit from conducting 360-degree surveys annually or every 18 months, allowing time for growth while avoiding survey fatigue.