360° feedback (aka multi-rater feedback) can be a powerful development engine—when it’s lightweight, intentional, and culture-aligned. Done poorly, it creates noise and anxiety. This guide gives HR leaders and managers a practical, no-nonsense playbook to design a 360° program that actually helps people grow.
Good fit when…
You want developmental insights, not another ratings layer.
Teams value openness and coaching (or want to move that way).
Managers can commit to closing the loop after feedback.
Not a fit (yet) when…
You need a compensation/ranking tool (keep 360° separate from pay).
Psychological safety is low; start with manager-led feedback basics first.
You can’t dedicate time to follow-up conversations.
Development over judgment
Make it explicit: 360° is for growth. No impact on ratings/comp.
Short > exhaustive
Small set of prompts. Quality beats quantity.
Evidence-oriented
Ask for specific, recent examples tied to outcomes/behaviors.
Choice of visibility
Allow public, private, or anonymous modes—picked by admin to match culture.
Close the loop
Require a short manager + employee conversation and a mini action plan.
3–5 prompts max (see templates below).
Limit reviewers to 5–7 who see the person’s work directly.
Transparent (named): best for mature, high-trust teams.
Anonymous: lowers fear; ensure managers help interpret nuance.
Private to HR/Admin: use for early pilots or sensitive teams.
A 10-minute kickoff script for managers:
Purpose (development), not ratings
What good feedback looks like (specific, fair, actionable)
How we’ll follow up (conversation + action plan)
Open for 10–14 days, then auto-close.
Managers review within 7 days, book a 20–30 min debrief.
Give examples to avoid vague labels (“great teammate”) and replace with observations + impact + suggestion.
Document that 360° insights do not change ratings/comp. Use them to shape goals and development, not bonuses.
Pitfall: Turning 360° into a long survey.
Fix: Cap prompts; favor text + one optional tag (strength/opportunity).
Pitfall: Unclear purpose → defensive reactions.
Fix: Repeat “development-only” in the invite, prompts, and debrief.
Pitfall: Anonymous feedback weaponized.
Fix: Coach managers to synthesize themes neutrally; set moderation rules.
Pitfall: No follow-through.
Fix: Require a 3-item action plan and schedule a check-in in 30 days.
Days 1–30: Pilot
Pick one team (6–12 people).
Use 3 prompts + 5 reviewers each.
Debrief and capture lessons.
Days 31–60: Expand
Add 2–3 more teams.
Introduce manager cheat-sheet and a simple action-plan template.
Days 61–90: Standardize
Publish a short policy (purpose, privacy modes, cadence).
Add a quarterly rhythm or run 360° at promotion transitions.
Strengths
“What has this person delivered recently that had clear impact? Add context/evidence.”
“Where does this person consistently raise the bar for the team?”
Opportunities
“One behavior or skill that would make the biggest difference if improved—example + suggestion.”
“Where could collaboration with you/your team be smoother? What would help?”
Manager-only (optional)
“What support or environmental change would help this person excel?”
Frame (2 min): “This is for growth. Not ratings.”
Themes (8 min): 2–3 strengths, 1–2 opportunities (with examples).
Co-create plan (8–10 min): Agree on 2–3 commitments, owners, dates.
Next check-in (2 min): Book it now; thank reviewers later.
Mini action-plan template
Focus area → success signal → first step by [date]
Support needed → risks → checkpoint date
Completion rate (reviewers + debriefs held).
Action-plan adoption (plans created and progressed).
Cycle time (start → debrief).
Qualitative pulse (did participants find it useful? 1–5 scale).
Downstream signals (fewer collaboration escalations, faster handoffs, etc.).
Employee announcement (snippet):
“We’re introducing a short 360° process focused on development—no effect on ratings or pay. You’ll get perspectives from people who see your work, then a short conversation with your manager to turn feedback into 2–3 practical next steps.”
Reviewer invite (snippet):
“Please share specific, recent examples and one suggestion. Keep it respectful, fair, and actionable.”
Toggle on/off by org with privacy modes (transparent, anonymous, or private to HR/admin).
Short, guided prompts with AI nudges for clear, unbiased language.
Time-boxed cycles and reminders.
Manager debrief view that highlights themes and supports action plans.
No impact on ratings/comp—keeps 360° purely developmental.
Curious how this could look for your team? Book a demo