360 Feedback Software – The 13 Best Tools in 2023

Best 360-degree feedback software, benefits and pitfalls, use cases, ROI calculator, questions to ask on demos

Huda Idris
Technical writer, B2B software advisor, and marketing strategist

Contributing Experts

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The Top 360-Degree Feedback Solutions

Hand picked by our HR Technology experts after product testing, user research, and much debate - enjoy!

Empuls helps you create and deploy various types of surveys, covering onboarding, performance, HR effectiveness, and general feedback so you’re able to derive valuable insights into your employees' experiences throughout their journey.
Leapsome is highly flexible. To gain the insights you need, you can create custom questions or use their ready-made templates — backed by scientific research and verified by experts.
Synergita helps company’s dig deep to understand their employees’ performance and company culture. The platform’s natural language processing (NLP) feature allows you to uncover sentiment, while HiPo Score helps you identify top performers.
Eloomi’s My360+ tool enables you to get a holistic view of your entire organization. While Eloomi's surveys help you gather employee feedback, My360+ gives you a space to provide feedback on an employee's skills, and requests that managers and external clients do the same.
WorkTango empowers employees by giving them a voice while giving the decision-makers a pulse of the workforce.
ClearCompany is a one-stop-shop for all sorts of enterprise-grade HR software. You can combine their employee engagement solution with their onboarding, performance management, and workforce planning solutions.
As in its name, Culture Amp puts culture first, and that shows in its encouragement of growth and development in the review process.
Engagedly features customizable templates and rating scales, giving managers more control in how they collect feedback and evaluate performance.
With Trakstar Performance Management, you can customize forms, competencies, rating scales and more to gather the right feedback and create a review process that works for your organization.
We’re big fans of 15Five’s dynamic feedback feature, which displays open-ended comments from engagement surveys in the Feedback section. The feature gives employees the option of answering one of two questions at the end of an engagement survey based on their results.
BambooHR is one of the widest-known software providers in the HR and people management space, with over 20,000 active clients and 1.8 million employee users. Although their feedback tool is available only as an add-on, it’s worth considering for its variety of other features.
With Lattice's feedback software, you can provide continuous feedback and get real-time insights on how your team is doing. Since Lattice integrates natively with Slack, Microsoft Teams, email and more, you can share feedback directly on all these platforms.

Introduction to 360-Degree Feedback Software

With more teams remote than ever before, now is the time to give your employees new ways to stay engaged and motivated from anywhere. One valuable tool is 360-degree feedback: performance input garnered from direct reports, bosses, colleagues, and customers.

In this article we will delve into the software that supports 360-degree feedback. Our HR tech recommendations are based on weeks of researching online, talking to experts, and receiving demos from vendors in this space. We’ll give you a comprehensive list of the best 360-degree feedback solutions, as well as the benefits and challenges of implementing a new feedback program. 

The cornerstone of a 360 program is gathering useful, timely, and constructive employee feedback. This can serve as a critical component of performance management. According to a SHRM, 77 percent of HR executives believe performance reviews don’t accurately reflect employee contributions. That’s because they’re traditionally infrequent and unilateral.

360 feedback, in contrast, involves various perspectives for a more comprehensive view of employees’ performance, strengths, and areas of improvement. Think of them as growth checkins adding contour to the feedback environment. Today’s best 360 solutions help your HR team understand overarching employee trends in order to make informed decisions on training and hiring needs.

A strong 360-degree feedback program is supported by software that automates manual processes. Our goal with this guide is to save you time and support your success in choosing a 360 solution provider. We do the first 5-10 hours of researching software so that you can bring a vendor shortlist to stakeholders.

Feel free to use all of our resources throughout your vendor selection process. We have questions for demos, an ROI analysis, a checklist for securing internal buy-in, and an extensive lineup of HR software categories. Best wishes in your software selection — please be sure to let us know how the process goes for you!

Our criteria: How we chose the best vendors

We take research seriously. To make sure we’re offering our readers the very best solutions in a given software category, we are methodical, rigorous, and expansive in our research. We consult with HR professionals, vendors, and industry experts. We cut through the noise to bring you a carefully curated list of vendors, along with other essential information, to help you find the right software platform for your business. 

Here’s how we chose who makes the cut: 

Product: We believe in gaining a comprehensive understanding of a product before we recommend it, so we start by getting to know the software. Whenever possible, we meet with a senior executive (CEO or Head of Product) for a demo and Q&A. We also test the product ourselves to make sure it has a solid UI, intuitive workflows, and the features to make it a best-in-class offering. 

User feedback: We go straight to the source and compile feedback on user experience. Real-world input supports our commitment to diligence in our software evaluation methods and the products we recommend. Keeping up with the everyday experience of HR pros also puts new vendors on our radar, and it keeps us close to our community so we can better connect the right products to the right people.

Financial metrics: We are certified finance nerds, so we use all the data we can get our hands on to make selections for our guides. We comb through data for concrete statistics like retention rates, growth, profitability, and scalability. We evaluate the bottom line of each product because we know making a software purchase can put your reputation on the line. 

Best for a use case: Software is never a one-size-fits-all product. Sometimes the best solution is free or cheap. Other times it’s the one that is best for global companies or the one that’s sized right for early-stage startups. Keeping this in mind, we include solutions across the spectrum so our readers can find the best fit for their unique needs.

Here's more detail if you want to read more about how we research vendors. Our dedicated staff writers rely on hard data, impartial experts, and user feedback to ensure our reviews are helpful, truthful, and hopefully a pleasure to read!

Top 360-Degree Feedback Solutions

We track thousands of SaaS and HR tech solutions. These are the best 360-degree feedback tools based on our extensive research and expert council as of 2023.

Empuls

Review:

With Empuls' feedback software, you can gain real-time insights into your employees' experience with the workplace and find out what's working and what isn't. Through customizable surveys, you can get feedback on various processes and management styles including onboarding, performance reviews, training, HR effectiveness and manager effectiveness. You can also use surveys to perform check-ins with your remote employees.

All of this feedback is organized neatly in the feedback dashboard, which also allows you to tomonitor different metrics, get actionable insights and generate reports.

Empuls

Stats:

  • Empuls has 1000+ customers worldwide and is used by 150,000+ employees worldwide.
  • Empuls is trusted by 2500+ people leaders.
  • Empuls has 1000+ customers worldwide and is used by 150,000+ employees worldwide.
  • Empuls is trusted by 2500+ people leaders.

Empuls

Pricing:

Empuls offers three pricing plans. Here are the prices if you choose to pay annually:

  • Starter: This plan costs $20/year per employee. It offers features, including rewards and recognition, employee surveys and feedback, social intranet, and reports and analytics.
  • Proficient: This plan costs $50/year per employee. It offers features, including white labeling, polls & quizzes, customer support, and everything that is in the Starter plan.
  • Enterprise: This is a custom plan that offers everything from Proficient plan, plus custom HRMS integration, multi-region deployment, multi-currency payoffs, and dedicated customer success manager.

Empuls offers three pricing plans. Here are the prices if you choose to pay annually:

  • Starter: This plan costs $20/year per employee. It offers features, including rewards and recognition, employee surveys and feedback, social intranet, and reports and analytics.
  • Proficient: This plan costs $50/year per employee. It offers features, including white labeling, polls & quizzes, customer support, and everything that is in the Starter plan.
  • Enterprise: This is a custom plan that offers everything from Proficient plan, plus custom HRMS integration, multi-region deployment, multi-currency payoffs, and dedicated customer success manager.

Best For

While Empuls offers several competitive features for every business, it’s most suitable for small to medium-sized businesses who want to build a people-first environment.

Leapsome

Review:

Leapsome highlights transparency. It serves up people management processes to help organizations develop their employees and scale their business. You can roll it out incrementally, so that people feel engaged with your new HR processes. Leapsome analytics are actionable and linked to learning and development.

Leapsome

Stats:

  • More than 1.2m unique pieces of feedback shared across the Leapsome platform
  • 99% customer satisfaction for interactions with Leapsome’s success team
  • More than 1.2m unique pieces of feedback are shared across the Leapsome platform
  • 99% customer satisfaction for interactions with Leapsome’s success team

Leapsome

Pricing:

Leapsome’s pricing depends on the number of your employees, the modules you want to use, and the length of your contract. Its modular pricing starts from 7 USD per user per month when billed annually. To get a detailed quote, contact Leapsome’s sales team. You can also test out Leapsome free of charge for a full 14 days - no credit card required.

Leapsome’s pricing starts at $8 per user per month. You pay for the module(s) you want to use, which are:

  • Perform: It includes features such as Performance Reviews, 360° Reviews, Skill Framework, Automations, Analytics, Feedback & Praise, and 1:1s & Team Meetings.
  • Align: It includes features such as Goals & OKRs, Activity Feed, Goal Tree, Goal Analytics, OKR Check-ins, Feedback & Praise, and 1:1s & Team Meetings.
  • Engage: It includes features such as Pulse & Engagement, Best Practice Library, Onboarding Surveys, Conversations, Benchmarks, Feedback & Praise, and 1:1s & Team Meetings.
  • Learn: It includes features such as Onboarding Paths, Learning Paths, Content Library, Quizzes, Learning Analytics, Feedback & Praise, and 1:1s & Team Meetings.
  • Reward: It includes features such as Compensation, Promotion, Proposal Approval, Set Rules, Track Progress, Feedback & Praise, and 1:1s & Team Meetings.

Best For

Leapsome serves companies of all sizes looking to enhance their people management processes, develop their teams and scale their operation.

Synergita

Review:

Synergita is a cloud-based solution for employee engagement, feedback, recognition, performance management as well as goal setting, and tracking. To achieve all of the above, the platform packs a comprehensive set of features including engagement surveys, AI-powered sentiment analysis, measure culture score, performance reviews, 1:1 meetings, e-communication, peer recognition, HiPo rating, and employee development planning.

Synergita

Stats:

  • 150+ customers
  • 350K users
  • 6M goals
  • 150+ customers
  • 350K users
  • 6M goals

Synergita

Pricing:

Synergita has three modules, Engage, Perform, and OKR. When billed annually, those modules are priced as follows:

  • Synergita Engage: Synergita’s Engage plan costs $2 per employee per month and includes basic talent information, continuous feedback, rewards & recognition, e-communication, culture score, and employee as well as feedback reports.
  • Synergita Perform: For $4 per employee per month, Synergita’s Perform packs lots of features including advanced talent information, smart goals & achievements tracking, metrics import for goals, performance reviews/appraisals, normalization, custom workflows & feedback templates, people & performance reports, 9-box report, strength & weakness report, and reminders as well as notifications.
  • Synergita Perform Plus: For $7 per employee per month, Synergita Perform Plus packs everything in Synergita Perform, along with 360-degree feedback, promotion cycle, career aspirations, appraisal letter distribution, skill repository & mapping, HiPo score, employee headcount trends, and employee performance trends.
  • Synergita OKR: Synergita’s OKR plan costs $4 per employee per month and includes basic talent information, personal OKR, company/dept OKR, and OKR reports.

Note: Synergita’s modules can be combined together. You can take advantage of the price calculator on their website to find out how much your subscription is going to cost based on the modules you need.

Synergita has three modules, Engage, Perform, and OKR. When billed annually, those modules are priced as follows:

  • Synergita Engage: Synergita's Engage plan costs $2 per employee per month and includes basic talent information, continuous feedback, rewards & recognition, e-communication, culture score, and employee as well as feedback reports.
  • Synergita Perform: For $4 per employee per month, Synergita's Perform packs lots of features including advanced talent information, smart goals & achievements tracking, metrics import for goals, performance reviews/appraisals, normalization, custom workflows & feedback templates, people & performance reports, 9-box report, strength & weakness report, and reminders as well as notifications.
  • Synergita Perform Plus: For $7 per employee per month, Synergita Perform Plus packs everything in Synergita Perform, along with 360-degree feedback, promotion cycle, career aspirations, appraisal letter distribution, skill repository & mapping, HiPo score, employee headcount trends, and employee performance trends.
  • Synergita OKR: Synergita's OKR plan costs $4 per employee per month and includes basic talent information, personal OKR, company/dept OKR, and OKR reports.

Note: Synergita's modules can be combined together. You can take advantage of the price calculator on their website to find out how much your subscription is going to cost based on the modules you need.

Best For

Synergita can be used by companies big and small, across different industries.

eloomi

Review:

Eloomi’s My360+ gives you a 360-degree view of your organization. You can provide feedback to employees and invite other members to provide their feedback on the same employee's performance and skills. You can also share these reviews with other members to get different perspectives and enhance your analysis of the employee's strengths and weaknesses. All of the information you generate from these helps you conduct effective 1:1 sessions with employees.

eloomi

Stats:

When Kompan, one of the largest playground manufacturers, trained more than 1000 employees using Eloomi, only 1% of them reached out for help, although the platform was new to around 80% of them.

When Kompan, one of the largest playground manufacturers, trained more than 1000 employees using Eloomi, only 1% of them reached out for help, although the platform was new to around 80% of them.

eloomi

Pricing:

Eloomi offers custom pricing, so the best way to find out how much it costs is to request a demo.

Eloomi offers custom pricing, so the best way to find out how much it costs is to request a demo.

Best For

Eloomi is for HR leaders and managers of mid-sized and large businesses to make onboarding easier for employees, engage them through frequent feedback, and track the progress of their personal development.

BambooHR

Review:

BambooHR's performance management software allows employees to get constructive feedback in real time. As part of performance appraisals, administrators and managers can choose peers to provide anonymous feedback on simple, standard questions, such as: What is your colleague doing well? How can they improve?The entire Performance Management BambooHR module is available as an add-on to one of their HR packages. It includes features like goals, peer feedback, self/manager assessment, and both company and employee performance reports.

BambooHR

Stats:

  • Over 20,000 active client organizations
  • Millions of employees active on their system
  • 45,000+ new hires onboarded per month, on average

BambooHR

Pricing:

Pricing is not disclosed upfront, but they do offer a free trial of their all-in-one software and then go out of their way to find a version that will suit you. Before they come up with a personalized quote that will align with your budget, however, they are also likely to extend your free trial upon request or even give you a free demo of the advanced features.

Best For:

BambooHR is a good fit for companies looking for a very customizable HR product, with pricing that reflects their needs. It’s also popular among teams that are partially or even fully remote.

15five

Review:

15Five has two modules that can facilitate the gathering and management of employee feedback. The Engage module comes with customizable surveys that managers can use to hear out what employees feel about specific topics such as burnout, DEI, remote work and more. 

The “Focus” module, on the other hand, allows employees to solicit feedback from one another on projects, tasks, or overall performance, which they can then share with their managers. Combining the Engage and Focus modules can help a long way in creating a culture of listening and continuous improvement.

15five

Stats:

  • Clearbit listened to its employees and took action on their feedback using 15Five, which led to a 24-point increase in eNPS from one Engage survey to the next.
  • 15Five has 3400+ customers.

15five

Pricing:

  • Engage: $4 per user per month. Its features include Core engagement surveys, Topic-based assessments, Custom topic-based assessments, Filterable heatmap & analytics, Enterprise-grade security, an Action plan dashboard, and more.
  • Perform: $8 per user per month. Its features include Performance reviews, 360º feedback, Talent Matrix, Data insights, Career Paths & Plans, and more.
  • Focus: $8 per user per month. Its features include Goal setting with OKRs, OKR chart view, Data insights, Jira & Salesforce Integration, and more.
  • Total Platform: $14 per user per month. Its features include everything in other plans, plus DPAs and security questionnaires.

Best For:

15Five is more suitable for growing companies and enterprises wanting to ensure that they're getting feedback from all corners of the organization.

Trakstar

Review:

Trakstar's 360 feedback software helps HR organizations manage feedback, goals, and reviews. Administrative controls allow your company to pre-determine how to handle 360 reviews, while still allowing managers to respond to nuanced scenarios and team relationships. Implementation is customized. You don't have to set up separate processes for goal setting, mid-year, or end-of-year reviews; employees’ appraisal is one process that stays open all year long.

Trakstar

Stats:

  • 15% increase in performance scores
  • 4x increase in goals set and completed
  • 100% access to employee engagement data

Trakstar

Pricing:

The pricing of Trakstar’s plans and services isn’t disclosed on their site. Contact a Trakstar sales representative for a demo as well as a price quote according to the size and needs of your business.

Best For:

Companies looking for a comprehensive performance management and employee recognition software.

ClearCompany

Review:

ClearCompany offers an automated solution to set up reviews, including custom scoring tables, weighted sections, and free-form responses. Sections of reviews can be shared among multiple forms to further simplify setup and scoring.

ClearCompany

Stats:

  • 2,000+ clients 
  • 640,000 total users
  • 96% employee approval rating

ClearCompany

Pricing:

The pricing of ClearCompany’s plans isn’t listed on their site. Contact their sales team to get a price quote according to the size and needs of your company.

Best For:

ClearCompany serves businesses of all sizes across all industries.

Lattice

Review:

Lattice’s feedback software allows you to have in-the-moment conversations with your team members and provide them with specific, constructive feedback. You can decide whether the feedback should be public or private. It also offers pre written feedback templates that are ready for you to select and send. The Performance Reviews context panel allows reviewers to see historical feedback, which can help them avoid losing track of their feedback. Lattice also makes sharing feedback a breeze by integrating with Slack, Microsoft Teams, Lattice Mobile, and tons of email providers.

Lattice

Stats:

  • More than 5.55 million pieces of feedback have been shared on Lattice
  • Over 18,000 resources are available for community members
  • Lattice is used by 4500+ customers

Lattice

Pricing:

Lattice offers four pricing plans, including: 

  • Performance Management + OKRs & Goals: This plan costs $11 per person/month. It includes 360 degree, manager, and peer performance review. It also includes custom question templates, performance reporting, analytics, dynamic org chart, regular business reviews, and performance management training.
  • Engagement: It costs +$4 per person/month and includes employee engagement surveys, automated pulse surveys, eNPS, onboarding and exit surveys, engagement and performance insights, real-time pulse insights, engagement training, and regular business reviews.
  • Grow: It costs +$4 per person/month and includes competency matrices, growth plans, individual development plans, career tracks, competency-based review questions, growth areas, career vision tools, and development analytics.
  • Compensation: It costs +$6 per person/month and includes compensation review setup, bonus plan payout and one-time bonus, commission, manager, supervisor, and admin review, notes, promotion handling, and cycle progress tracking.

Best For:

Lattice is most suitable for growing and large businesses and enterprise-level corporations that want to improve performance and track goals. With its ability to streamline communication and goal tracking, Lattice is especially suitable for hybrid and distributed workforces.

Culture Amp

Review:

Culture Amp offers a full-suite performance solution including 360 feedback plus performance reviews, goal tracking, and continuous development. Their people science team guides new users to encourage growth and development throughout the performance management cycle. Expanding to the entire employee lifecycle, an easy-to-use exit process allows you to compare results and view trends.

Culture Amp

Stats:

Culture Amp

Pricing:

Culture Amp has three different plans. Each one features all of the engagement and performance management features that CultureAmp is known for. The plans differ in coaching and education features. 

The plans are as follows:

  • Self-starter: Designed for 25-200 employees. Includes all Engagement and Performance features. Limited HRIS integrations. Group coaching and education. Coaching and education features include survey design review, project working sessions, and demographic mapping under education. 
  • Standard: Designed for 200-1000 employees. Includes all the features from Self-starter. All HRIS integrations. Adds one-on-one Coaching features, including feedback strategy review, project planning, and results & report sharing follow up. Group Education features.
  • Enterprise: Designed for 1000+ employees. Includes all Standard features. One-on-one Coaching and Education features, including meetings with Success coach, action guidance, management training, and People Scientist insights.

You may also purchase the employee engagement or performance management modules individually. While you must contact a representative for exact pricing, as these will vary depending on the modules subscribed, most companies pay between $3 to $9/per person per month.

Best For:

Companies of all sizes looking for a full-featured performance management and employee engagement platform.

Engagedly

Review:

Engagedly’s 360-degree feedback module enables you to gather feedback from a variety of sources, including managers, peers, and direct reports, to get a comprehensive view of an employee's performance. Their Multi-rater/360 tool is highly flexible and provides advanced settings for competency-based feedback, anonymity, self-nomination, external reviewers, and customizable rating scales. All of the gathered feedback is analyzed within Engagedly so you can uncover areas of improvement.

Engagedly

Stats:

  • Engagedly boasts an impressive 90% in employee engagement rate amongst their clients. 
  • Onboarding satisfaction has been rated as 4.8/5 by Talent Management professionals.
  • Engagedly currently serves 44 clients in 8 countries across the globe. The majority of their clients employ 50 -200 people, with others employing over 1000 people.

Engagedly

Pricing:

The pricing of Engagedly’s plans and services isn’t fixed. Contact an Engagedly sales representative for a demo as well as a price quote according to the size and needs of your business.

Best For:

We recommend Engagedly for small to large companies. Currently, companies that employ 50 - 200 people account for most of Engagedly’s customer base, however, there are companies that employ over 1000 people that find Engagely to be beneficial.

WorkTango

Review:

While WorkTango doesn’t offer 360 feedback specifically, their powerful survey platform supports a different method of leadership feedback. WorkTango aims to improve business outcomes by providing HR, executives, and people leaders with insights, recommended learnings, and actions powered by employee feedback. Their software helps organizations tackle key themes such as employee engagement, DEI (diversity, equity, and inclusion), and health and wellness. 

WorkTango also works towards improving the employee experience throughout the entire employee lifecycle. This includes onboarding/exit, leadership, occupational health and safety, and mergers and acquisitions alignment.

WorkTango

Stats:

  • 93.5% customer retention rate
  • Available in 40+ languages and 100+ countries
  • CEO Rob Catalano was featured in Forbes

WorkTango

Pricing:

Starting at around $5,000, WorkTango prices by the number of employees. The best way forward is to request a demo.

Best For:

WorkTango is great for companies that value employee feedback. Currently, WorkTango is effectively used in various industries such as tech, finance, healthcare, manufacturing, government, education, communication, and many more. The platform has been successful for companies with 50, hundreds, and even hundreds of thousands of employees.

Key Benefits and Use Cases for 360-Degree Feedback Software

What is 360-Degree Feedback Software?

360-degree feedback providers enable a review system wherein employees are rated not only by their managers but also by their team members, cross-functional colleagues, subordinates, and sometimes clients or customers. The goal is to gather as much honest feedback from as many perspectives as possible. Feedback reports can show trends in company culture and performance.

Some companies use this type of feedback to replace or supplement traditional performance reviews in determining pay and assessing performance. We don’t recommend tying 360s to raises and promotions because the results are skewed by bias. Instead, this method of feedback is a useful tool for the following reasons.

The best 360-degree feedback programs provide immediate, actionable input. In this section, we’ll explore the top advantages of these programs, as well as common use cases.

The primary pluses to a 360-degree feedback program include:

  • Employee Development: One of the greatest values of 360-degree feedback is the potential to apply it as a tool for personal development. With greater, more diverse feedback, individuals can better understand their strengths and weaknesses. This is good for the business, too. Armed with a more complete view of employee challenges, HR professionals can better identify training needs and advise top talent how to boost their performance.
  • Record of Timely Feedback: Performance reviews can be greatly hindered by the problem of recency bias. You can help eliminate it with an ongoing track record of 360-degree reviews from colleagues, managers, and customers. It’s easier to curb human bias with quick access to peer reviews, past feedback, goal performance, and 1-on-1 meeting notes. Bolstered by more information, annual performance reviews become focused on employee development and constructive feedback.
  • Open Feedback Culture: Colleagues often know more about how their teammates are performing than their supervisors. Of course, some employees may feel nervous being rated by their coworkers. Your HR staff is responsible for rolling out a well-planned, managed process that focuses on open communication and professional development. 360-degree evaluations have the potential to encourage a culture of transparency and growth. Because essentially, multi-rater feedback is about sharing knowledge. A well-implemented 360 program can help nurture teamwork and accountability.
  • Centralized Information: Gathering 360 feedback can be extremely valuable to admins and managers. Instead of juggling multiple documents or pages for different reviews, data is contained in one place. This is helpful for managers completing performance evaluations and admins reporting on employee performance data.

There are many reasons why companies utilize 360s in addition to their standard performance management cycles. For example, 360-degree feedback tools are extremely helpful for:

  • Remote Work: For dispersed teams, 360-degree reviews can provide useful and timely insights to performance. Say someone bungled a big project done remotely. This method of feedback allows colleagues to provide focused, constructive insights that can be 1) used to improve performance and 2) revisited during performance reviews.
  • Managerial Reviews: A good boss can make all the difference for employees. Gathering workers’ input can not only identify needs for leadership development but it can also help hold onto talent. Case in point: one company found that managers’ 360 scores indicated how likely their subordinates were to leave or remain at the company. What’s more, as lackluster managers improved through coaching and team discussions, so did their workers’ desire to stay.
  • Project-Based Input: Some companies utilize multi-rater feedback systems for larger, cross-functional projects. In this way, 360s provide feedback from unusual sources — colleagues from other departments, customers — and employees receive timely, specific input that they can put in their back pocket for the next big project.
  • Competency Ratings: 360-degree feedback allows employees to understand how others see them as an employee, colleague, or service provider. The most effective multi-rater processes provide actionable feedback based on skills and behaviors that your company has deemed important. The feedback is planted in competencies that help your organization accomplish its mission, vision, and goals.

Most Common Pitfalls of 360-Degree Feedback Systems

As we’ve seen, real-time feedback can support employee development and nurture company culture. However, not all programs are created equal. Set up your human resources team for success by avoiding the following common mistakes.

  • Survey Fatigue: With comments coming in from all directions, employees can become overwhelmed by information — both as raters and those being reviewed. It’s important to keep surveys simple, straightforward, and actionable; surveys should take no longer than 20 minutes to complete. To keep employees from burning out on a new system of feedback, we recommend that you roll out your program in phases. By slowly introducing 360s, you can better guide employees to understanding the benefits and uses for this rating system.
  • Anonymous Feedback: Sometimes, it can feel frightening to have subordinates and colleagues give anonymous appraisals. Will unnamed reviewers revolt against tough bosses? Will concern over negative feedback make managers avoid tough decisions? Or will evaluators be too lenient in fear of retaliation? Based on our research, we believe the best feedback comes with a reviewer’s name.
  • Change Management: Change is hard — especially when it comes to performance feedback methods that may affect decisions about an employee’s compensation. Just like any planned change, the rollout of 360-degree feedback should follow change management guidelines. Be sure to gather a cross-section of employees to explore and develop the process for your organization. These team members will serve as ambassadors for the new program, helping to explain its merits and functions. Be sure that your HR team explains to all participants why they’re going through the exercise and how the data will be used for their professional development. Remember: The system will fail if employees view it as an add-on rather than a supporter of your company’s existing review processes. 
  • Integration: Before putting money toward 360-review software, it’s critical to ensure it integrates with your existing HR and IT systems. This will minimize the learning curve and encourage faster uptake of the new system. Check with your vendor that it will be a straightforward process to transfer key data — such as employees’ personal information and work history — and aggregate results alongside existing performance reviews.

Pricing

Pricing for your 360s software will vary based on the size of your company and/or amount of surveys you intend to release. One vendor said pricing averages approximately $4 per employee per month. As part of a holistic approach to performance and engagement, most 360-feedback solutions fit within a more extensive performance management suite.

Questions to Ask on Demos

Congrats to you — you’ve selected your final contenders for 360-degree feedback vendors! When you’re on a demo call with a sales rep, we recommended weaving in the following questions:

  • What is your product roadmap and how are you thinking about related HR tools, such as performance reviews and employee engagement?
  • How does your solution integrate with my existing HRIS?
  • What is your change management playbook to help get our employees and managers on board with this new solution?
  • How do you suggest rolling out this platform? Which modules should go first? Why and on what timeline?
  • Is this solution designed for specific industries or organizational sizes?
  • How does the 360-degree feedback process work?
  • What are your offerings for periodic (quarterly, mid-year, annual) review processes?

360s Implementation

Our recommended vendors all emphasized their customizable approach to implementation. One provider said that a company with 100 employees or fewer could implement the new solution within two weeks. As a 360 customer, you will likely be matched with an HR professional certified in change management. This vendor partner should be able to advise you on best practices.

360-Degree Feedback Software FAQs

What is 360-degree feedback software?

360-degree feedback software are review systems that allow managers, team members, cross-functinoal colleagues, suborinates, and sometimes clients to review and rate employees. It differs from performance management software because it is meant to provide quick, actionable feedback that's not tied to bonuses or rewards.

What are the use cases for 360-degree feedback software?

The goal of 360-degree feedback software is to gather as much honest feedback from as many perspectives as possible. By doing so, your company will understand the impact its employees have, while also providing feedback to each individual employee.

What features does 360-degree feedback software have?

360-degree feedback software typically has features surrounding surveys, employee reviews, feedback generation, 1-on-1 meetings, note taking, and OKRs.

Final Advice on 360-Degree Feedback Software

Remember to take your time when planning and implementing your 360 program. The most effective solutions support existing performance processes — making employees more accountable and more aware of their strengths and areas of growth. Conversely, a poorly implemented program can fall quickly into employee disdain or disuse. You can be among the former by implementing change management processes and partnering with one of our recommended 360-degree feedback vendors.

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