Looking for feedback that goes beyond the usual performance review? A 360-degree survey offers a comprehensive view of someone's strengths and growth areas based on honest input from the people they work with every day.
In this blog, we’ll break down the fundamentals of 360-degree surveys and show how they can deliver powerful insights that drive real development.
Let’s get started!
What is a 360 Degree Survey?
A 360-degree survey, also known as a 360 review or 360-degree feedback, is a process of gathering feedback from multiple sources. The main purpose of a 360-degree survey is to give employees a well-rounded view of how people at different levels of othe rganization perceive them.
Typically, it consists of a bunch of questions grouped under key skill areas, like leadership, communication, or collaboration. As responses come in, the feedback is analyzed and then presented to employees.
Who typically participates in a 360 survey?
- Self — the person being assessed
- Manager — their direct supervisor
- Peers — colleagues or team members
- Direct reports — employees they manage
- Others — clients, partners, or cross-functional collaborators (optional)
What Does a 360 Survey Measure?
At core, 360-degree surveys measure how employees show up to work, not just what they do. They measure the behaviors, interpersonal dynamics, and leadership qualities that often don’t show up in KPIs or traditional performance reviews.
What makes it so powerful is the diversity of output. You are not just relying on a single input but seeing patterns across your professional ecosystem. That makes the data more credible and the insights more meaningful.
While every organization may tailor their survey differently, most 360s focus on a few key competency areas:
Emotional Intelligence (EQ)
Do you stay calm and composed in challenging situations? How does your body language affect others? EQ is one of the most predictive factors of leadership attention. It uncovers how empathetic, approachable, and helpful others find you in a workplace.
Communication Skills
Do you listen well? Do other people feel heard when talking to you? 360-degree feedback pinpoints whether your communication style builds connections or creates confusion and friction.
Collaboration and Teamwork
Some people lead alone; others build bridges.360-degree surveys help reveal how well someone works within a team, whether they build trust, create a sense of inclusion, and are seen by others as a supportive, collaborative teammate.
Accountability and Dependability
Do you follow through on commitments? Can your team rely on you when things get tough? 360 surveys often highlight whether you’re seen as someone who gets things done, or someone who drops the ball or over-promises.
Leadership & Decision-Making
It measures how well you resolve conflicts and handle uncertain conditions even without having a formal leadership title.
Growth Mindset and Openness to Feedback H
Do you seek feedback and adapt? Or do you get defensive? This area can be eye-opening; it shows whether you're perceived as coachable, eager to grow, or someone who resists change.
What are the good reasons for using 360-degree feedback?
Here are some main benefits that a 360-degree feedback offers:
Supports personal and professional development: It's hard to grow without knowing what others think about you. 360-degree feedback gives employees a clear picture of their strengths and weaknesses so they can take ownership of their development.
Increases self-awareness: Self-awareness is a first step towards meaningful change. 360-degree feedback provides a record for employees to stay conscious of their behaviors and actions.
Builds stronger leaders at every level: Sometimes, authentic leadership shows how someone steps in during a tough moment, helps teammates stay focused, or makes smart calls under pressure. A 360 survey can highlight those everyday actions that often go unnoticed and help identify people ready to take on more.
Provides a more balanced view than traditional reviews: 360-degree feedback brings in voices from all around you, teammates, direct reports, and even cross-functional partners. That makes the feedback fairer, grounded, and more useful.
Encourages a Feedback culture: When feedback flows in every direction, it becomes normal, not awkward. Teams that regularly use 360 surveys often find that people become more open, more receptive to feedback, and more invested in each other’s growth.
360-Degree Feedback vs. Traditional Surveys
Create powerful 360-degree surveys with TheySaid, the world’s first conversational AI platform for feedback that actually talks back.
8 Steps for Designing an Effective 360-Degree Survey
If you want feedback that sparks real growth (not just another HR form), you’ve got to design it with care. Here’s how to do that in a way that actually makes a difference.
1. Define the Goal
Start by explaining why you are conducting the survey. Whether it’s to nurture leadership skills, improve collaboration, or support personal growth, your “why” will shape your questions, your raters, and how you share results.
2. Choose Core Competencies
Narrow it down to what really matters. Pick 6–10 key areas like communication, teamwork, accountability, or decision-making. These competencies should reflect the values and success behaviors your organization wants to cultivate.
3. Write Clear, Actionable Questions
Good feedback starts with good questions. Each one should be specific, observable, and tied to real behaviors, not personality. For example:
Bad question: Is this person a good team player?
Good question: How often does this person offer help to colleagues without being asked?
4. Invite the Right Mix of Raters
More perspectives = better insights. Include managers, peers, direct reports, and the person themselves. The result? A richer, more honest picture of how someone shows up at work.
5. Keep It Short and Meaningful
No one wants to sit through a 60-question survey. Keep it focused with 10 to 20 questions that get to the heart of the matter. Use a simple scale (like "Rarely" to "Always") and include optional comment boxes for extra insights. This way, feedback is quicker to give and easier to act on later.
6. Use a Trusted, Private Platform
Anonymity is non-negotiable. People need to know their feedback is safe and confidential. Use a platform (like TheySaid) that guarantees privacy and turns raw feedback into clear, digestible insights, no spreadsheets required.
7. Share Feedback With Context
Don’t just send a report and walk away. Make time for 1:1 discussions or coaching sessions. Help the person unpack the feedback, ask questions, and connect it to real goals.
8. Tie Feedback to Growth, Not Just Reports
Feedback should fuel action. Encourage people to set a few small, clear goals based on their results, and check in regularly. The power of 360 feedback isn’t in the answers; it’s in what people do next.
How Often Should 360 Surveys Be Used?
It depends on the purpose and the pace of change you aim for, but ideally, they should be conducted every 6 to 12 months. This timeline gives employees enough time to focus on their development plans and allows managers and employees to have meaningful discussions about progress and address any concerns.
For 360 feedback to lead to real change, employers must actively help employees stay on track. Leaders should regularly check in on progress over the 6—to 12-month period, offering guidance, answering questions, and providing coaching along the way.
How Do You Deliver 360 Survey Results?
Start with a private one-on-one meeting where employees can review the results with the manager, HR, or a coach. Remember, the goal is not to judge but to learn; keep the conversation open, safe, and constructive.
Here are a few best practices:
Start with strengths: This approach highlights employees' strengths to boost confidence and set a positive tone.
Frame areas of growth as opportunities: Use the feedback to identify actionable areas to improve, keep your focus on development, not criticism
Use visuals and summaries: Highlight patterns across different feedback sources. Heat maps, bar graphs, or grouped themes can make insights easier to digest.
Set goals together: Co-create a development plan with clear next steps. This keeps the feedback relevant and encourages accountability.
Most importantly, don’t just drop the results and walk away. Schedule follow-ups, check in regularly, and treat 360 feedback as the starting point, not the finish line.Run Better 360 Degree Surveys with TheySaid
With TheySaid, running 360-degree surveys is straightforward. Our AI-powered conversational platform makes it easy to gather honest feedback from everyone you work with, managers, peers, and team members, in a natural and approachable way. You’ll get personalized questions tailored to each role, ensure anonymity to encourage honest responses, and receive clear, actionable insights without the complexity of spreadsheets or confusing reports.
If you’re ready to make feedback more meaningful and actionable, start your first 360 survey with TheySaid today.
Key Takeaways
- Use 360 feedback for personal development, not performance reviews.
- Involve managers, peers, direct reports, and clients for well-rounded feedback.
- Focus on specific behaviors that employees can work on.
- Tie feedback to personal goals and actionable next steps.
- Schedule check-ins to track progress and keep growth on track.
- Highlight strengths and frame areas of growth as opportunities for improvement.
- Incorporate heatmaps and summaries to make feedback easier to understand.
FAQs
What should I do if I receive negative feedback from a 360-degree survey?
Use negative feedback as an opportunity for growth. Discuss it with your manager or coach, and create an action plan to address the areas for improvement, focusing on turning weaknesses into strengths.
How do I choose the right raters for a 360-degree survey?
Choose a mix of raters from different levels managers, peers, direct reports, and even clients or cross-functional teams. This provides a balanced view of your performance and behavior.
How can I make the most of the feedback from a 360-degree survey?
Review the feedback with an open mind, focus on actionable items, and work with your manager to create a development plan. Set specific goals and check in periodically to track your progress.
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