Develop Leaders and Teams with 360 Feedback

A 360 performance review gathers anonymous feedback about an individual from various sources, such as direct reports, peers, and managers and compares it to their self assessment.

What is an open 360 feedback assessment?

360 degree review integrates an individual’s self-evaluation with anonymous feedback from managers, colleagues and direct reports into one report. It’s feedback tool for measuring skills, behaviours and competencies of an individual and to assist individuals to build self-awareness, understand their strengths, and recognise development areas. 360 feedback provides a complete picture and measures the overall opinion of a group.

Some of the most common uses of 360 profiling include:

Benefits of 360 feedback

Hundreds of Australasian companies use the 360 feedback process due to its success across many areas. A 360 review offers numerous advantages, here are some it’s many benefits:

Increased Self-awareness

360-degree feedback improves self-awareness by providing individuals with insights from various perspectives, helping them identify blind spots and areas for improvement. This multi-source feedback fosters self-reflection, enhancing emotional intelligence and promoting continuous personal development.

Improved communication between management and employees

Implementing a 360-degree feedback system enhances communication by providing a holistic view of performance, fostering open dialogue, and promoting a culture of continuous improvement. The multi-perspective feedback  aligns expectations, and builds trust, contributing to a more transparent and collaborative work environment.

Identify Blind Spots

Blind Spots measures a leaders self-perception against reality. Understand behaviours the individual is not fully conscious of and enable them to gain insights into areas they may not be aware of or may perceive differently.

Highlight Strengths

Quickly spot strengths to enhance self-awareness and motivation. Understand where the individual excels in their job role and leverage their strengths to boost team and organisational success.

Recognise Development Areas

Identify development areas and use them to map training and improvement pathways. Focus on areas that will drive the most significant impact on performance and improve workplace relations.

Get Started with 360 Feedback

What gives our Open 360 Feedback tool the leading edge?

The 360 Profiling System allows you to build a unique questionnaire that aligns with your business goals and evaluation process. Simply choose from one of our pre-designed questionnaires or create your own! From the customisation of the rating scale to the question type, you have complete control and creative licence of the questionnaire and will be using one of the best 360 feedback tools available. 

Process is automated once set-up

One email is sent to candidates who need to assess various individuals

Results can be generated within second

Results can be viewed in tables and graphs

“Play” around with the results until you have a format that is applicable to your work environment

Brand Reports with your company logo

Track leadership development year on year

Add or delete assessors during the process

Passwords can be generated

How to use the 360 feedback assessment results?

The resulting Open 360 Feedback reports are intuitive and easy to read, making them one of the best 360 leadership assessment tools. A traffic light reporting system clearly highlights strengths, development areas and blind spots. Easily identify rating differences between groups and use the results to inform development pathways. 

360 feedback questions

Here are some sample formats and questions to use in an Open 360 Feedback review.

Sample Questionnaire:


  • Does this employee exhibit strong leadership qualities in their role?
  • Can you provide examples of how the employee positively contributes to the organisation through their leadership?
  • How can the employee improve their leadership?
  • Does this employee manage organisational commitments effectively?
  • Does this employee effectively plan and coordinate activities to maximise results?
  • How can this employee improve their management skills?
  • Does this employee communicate effectively in face-to-face interactions?
  • Do they communicate effectively in writing?
  • Have you experienced any challenges with interpersonal communication?
  • How could the employee improve their communication?
  • Does this employee recognise effort and reward accomplishment?
  • Does this employee encourage others to express and develop their ideas?
  • How could this employee improve their motivation of others?
  • Have you experienced any difficulties with the level of the employee’s motivation?
  • Does the employee set goals and dream big?
  • Does this employee communicate the meaning and purpose of the organisation?
  • Are there areas of improvement you would recommend for this employee that would help them deliver the company vision?

Need More Information?

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