360-degree feedback is a development process that collects confidential input about one person from their manager, peers, direct reports, and themselves. It shows a leader how their intent compares with the way their behavior lands.<\/p>\n\n\n\n
Most workers get a single view of their performance. Gallup finds that only one in four employees strongly agree<\/a> they receive valuable feedback from the people they work with. A wider circle of raters closes that gap.<\/p>\n\n\n\n In this blog, we’ll cover how the process works, who should rate, sample questions, examples, common mistakes, and how to measure success.<\/p>\n\n\n\n\n\n 360-degree feedback is a structured process that gathers anonymous, behavior-based input from the people around a person. It is also called multi-rater feedback or a 360 review. The name refers to the full circle of viewpoints: above, beside, below, and the person’s own.<\/p>\n\n\n\n Organizations use it mainly for leadership and skill development rather than pay decisions. A report compares the person’s self-ratings with how each rater group sees them. Three features define it:<\/p>\n\n\n\n A 360 review moves through seven steps, from choosing raters to a follow-up check-in. Each step has one job, and skipping any of them weakens the result.<\/p>\n\n\n\n Several feedback terms overlap with 360-degree feedback, and a few are exact synonyms. Multi-rater feedback<\/a> and multi-source feedback are simply other names for the same method. The table separates the rest.<\/p>\n\n\n\nWhat is 360-degree feedback?<\/strong><\/h2>\n\n\n\n
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Who gives 360-degree feedback<\/h3>\n\n\n\n
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How 360-degree feedback works<\/strong><\/h2>\n\n\n\n
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Decide whether the goal is leadership growth, team effectiveness, or skill building. Tell everyone the results will not set pay.
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The participant proposes a balanced list across groups. The manager or HR reviews it.
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Write a 360 survey<\/a> around the competencies your organization values. Mix rating scales with open comments.
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Raters and the participant answer the same items. Reminders keep response rates up.
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A neutral party groups results by rater group so no single response stands out.
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A coach, HR partner, or manager helps the participant read the report and pick priorities.
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The participant sets two or three goals and checks progress at set dates.<\/li>\n<\/ol>\n\n\n\nTerms often confused with 360-degree feedback<\/strong><\/h2>\n\n\n\n