Are you looking for ways to improve your organisation’s performance appraisal system? If so, you may want to consider using 360 degree feedback.

Conducting a successful performance appraisal is one of the most challenging jobs on many managers’ annual calendars. However, with proper planning and the right tools, performance reviews can be exciting and provide an excellent foundation for development.

Employee performance evaluations take numerous forms. Some reviews comprise meetings between managers and employees, while others may include employee self-evaluations. A 360 performance review is a professional evaluation that enables a group of coworkers to provide comments on each other’s performance.

In this blog post, we will explore the basics of 360 degree feedback and discuss its benefits for HR managers and employees alike. 

What is 360 degree feedback?

360 degree feedback is a process of receiving feedback from multiple sources to provide a complete view of an individual’s performance. A 360 assessment evaluates an employee’s performance, behaviours, and competencies based on multi-rater feedback. 360 feedback collects anonymous feedback from team members, including managers, peers, direct reports, other members of the workforce, and even clients or customers.

When used for performance appraisals, 360 degree feedback can help identify areas in which an employee may need improvement and provide insights on how to best support their development. When used correctly, a 360 degree performance appraisal can boost team performance, promote self-awareness and facilitate transparent communication.

Why use 360 degree feedback for performance appraisals?

360 degree feedback is an important tool for HR managers because it can help identify areas of improvement for employees and provide insights on how to best support their development. Additionally, 360 degree feedback can help build trust and improve communication between managers and employees. Other reasons why you should use 360 degree feedback for performance appraisals include:

360 degree feedback is a valuable tool for HR managers. If you’re looking to improve your performance appraisal process, consider using 360 feedback to provide employees with the opportunity to receive performance from those working most closely with them.

What are the benefits of 360 degree performance appraisals?

360 degree feedback has several potential benefits for HR managers and employees. Some of the benefits of 360 degree feedback include:

How does 360 degree performance appraisal work?

360 degree feedback involves collecting input from various sources, including coworkers, managers, and direct reports. This information is then compiled and used to create a comprehensive picture of an employee’s performance. Managers can use 360 degree feedback for both formal and informal performance appraisals.

360 degree feedback is typically conducted using an anonymous online survey. The survey will ask questions about the individual’s performance in various areas and request feedback from multiple sources. Survey respondents are typically asked to rate the individual on a scale from 1 to 5, with 1 being “poor” and 5 being “excellent.” The answers are then compiled and presented in a report.

Although the way they’re carried out may vary depending on your role and company, here’s a general structure of how to implement a 360 degree performance appraisal:

  1. Define the purpose and strategy of the 360 degree appraisal system
  2. Draft objectives and goals for the system
  3. Choose a method of data collection (e.g., surveys, interviews, focus groups)
  4. Develop the questionnaire
  5. Identify those who will participate in the process (e.g., managers, employees, clients, customers)
  6. Collect and analyse feedback data
  7. Draft action plans based on feedback collected
  8. Implement the action plans and monitor progress over time

Define the Purpose and Strategy of the 360 Degree Appraisal System

Consider precisely how your HR team can use 360 feedback for development and that it aligns with your organisation’s goals. What do you hope to achieve? What needs does this address? The purpose of a 360 performance appraisal should be singular and straightforward, such as to ‘assist each individual in understanding their strengths and weaknesses and contributing insights into aspects of their work that need professional development.’

Draft Objectives and Goals for the System

This step in the feedback process aims to identify why you need feedback. You’ll want factors like who will participate and what type of outcomes can expect from it for their work, so make sure those are clear before moving forward with any more steps.

Choose a Method of Data Collection

Consider how you are going to collect feedback. This will determine the questions you ask and how you present the data. The two most common methods are surveys and interviews. An online 360 feedback assessment is a great way to automate the process from data collection to generate the reports.

Develop Questionnaire: 

Consider the competencies, behaviours and values you want to measure. Next, establish the scoring system and open feedback. 360 feedback questionnaires usually have a Likert scale of 1-5 or 1-7.

Identify Those Who Will Participate in the Process

The candidate should feel empowered to choose the people they would like feedback from and be open to suggestions from others that might help them grow in their job. To get the true 360 degree experience, we recommend at least 1 Superior and 2–4 Peers. If you’re using a tool that segments participants based on role (e., manager or coach), keep in mind that a single participant won’t be anonymous – if there’s only one person from this category participating!

Collect and Analyse Feedback Data

The data collected should be used to generate a report which will show the employee’s strengths and weaknesses. Depending on the tool you are using, the report may also show blind spots. These are positive areas where individuals perform much better than they realised. Or they can be negative areas where an individual may not realise they need further development. The resulting reports should be shared with the employee so that they can discuss them with their manager/coach.

Draft Action Plans Based on Feedback Collected

The manager/coach should work with their employees to develop an action plan based on feedback received. Remember that unpacking a report like this can be overwhelming and confronting for candidates, so ensure everything is in place and ready to proceed smoothly. Working closely together will enhance your natural leadership skills while mitigating some areas of development positively or productively- depending upon what’s needed most at this point in time.

Implement the Action Plans and Monitor Progress Over Time

After the action plans have been put in place, it is essential to monitor progress over time. Managers can do this by holding regular check-ins with employees or setting up a system where employees can provide feedback on their progress. 360 degree feedback should not be a one-time event but rather an ongoing process that is used to help employees grow.

How often Should 360 Feedback be used?

Organisations should conduct 360 degree feedback, preferably every quarter or twice yearly. 360 feedback should never be a one-time occurrence. Ongoing feedback is required to help employees develop and for managers to motivate and support their teams.

When used in performance appraisals, 360 degree feedback provides a more comprehensive view of an employee’s strengths and weaknesses. Furthermore, it can identify areas where employees need further development. You can create a well-rounded performance appraisal system by using 360 degree feedback in conjunction with other appraisal methods, such as goal setting.

360 Degree Performance Appraisal Advantages and Disadvantages


Although there are many benefits of a 360 assessment, some disadvantages can result from improper use.


Firstly, a 360 performance review should never be used 360 degree feedback should not be used to simply give employees a “thumbs up” or “thumbs down.” Instead, it should be used as part of a more extensive performance appraisal system that includes goal setting, feedback, and development planning. Other disadvantages include:

360 degree performance appraisals have several advantages, but there are also some potential disadvantages to consider. 360 feedback can be an extremely valuable tool for performance appraisals when used correctly. However, it is important to be aware of the potential disadvantages and use 360 degree reviews thoughtfully in a performance appraisal. When deciding whether or not to use 360 degree feedback in your performance appraisal system, weigh the pros and cons carefully to see if it’s right for your company.

360 degree feedback is a process where employees receive anonymous feedback from their coworkers on their job performance. The goal of 360 degree feedback is to provide employees with an accurate view of how they are performing and to give them the opportunity to improve. There are many benefits of using 360 degree feedback for performance appraisals, such as improved communication and increased employee engagement. Although there are many advantages to using 360 degree feedback, some disadvantages should be considered before implementing this type of appraisal system. Our team can help you decide if 360 degree feedback is right for your organisation and assist you in setting up and administering this process. For more information about 360 degree feedback, please contact our team today!