What is it?
A 360 review is a way to hear how you’re really doing, not just from your manager, but from the people you work with every day. Peers, direct reports, and even clients can give feedback. It’s designed to give you a clearer view of your performance, especially in areas your manager might miss.
Why 360 Reviews Matter
Let’s face it—traditional performance reviews can be pretty one-sided. Your boss might see the end results, but do they know if you’re the one making coffee or just drinking it in meetings? A 360 review gives you feedback from the people who see you in action every day. They’re the ones who know if you’re actually leading the meeting or just nodding at all the right moments. It’s feedback that helps you grow because it’s real.
Your peers know how you handle tough situations. Your team knows if your directions are clear or if they’re left guessing. That’s the stuff that matters, and you don’t get it from a traditional review.
Why Traditional Reviews Fall Short
The problem with traditional reviews is they only tell part of the story.
Sure, your boss knows if you hit your goals, but they probably missed the part where you stayed up until midnight fixing last-minute issues—or how many emails you had to ignore to get there.
A 2023 Gallup study found that only 22% of employees think their company’s review process is fair. That’s because when feedback only comes from one person, it’s limited. You need more perspectives to get a fair, complete picture.
With a 360 review, you get feedback from the people who see you every day. You hear what’s really going on—whether it’s about how you’re leading meetings or how you’re handling day-to-day challenges. It’s feedback you can actually use.
How 360 Reviews Help Teams
A 360 review gives your team a chance to weigh in. Your manager might focus on goals, but your peers and direct reports are the ones who see how you communicate, how you lead meetings, and whether you follow through on commitments.
Getting feedback from different angles helps teams work better together. Without it, you’re missing a lot. And if your teammates don’t know how their actions are impacting others, they’re missing out on growth opportunities, too.
Managers Need Feedback, Too
Let’s be honest—managers don’t have it all figured out. They need feedback just as much as anyone else. In fact, Gallup found that 70% of the variance in team engagement is tied to the manager. If you’re leading a team and you’re not hearing from the people you manage, how do you know what’s working and what isn’t?
A 360 review gives managers that perspective. You can’t fix what you don’t know, and your direct reports are the ones who can tell you what’s working—and what’s not.
Feedback That Actually Helps You Improve
The best part about a 360 review is that it’s not vague. It’s direct. You get real, specific feedback you can use. Maybe you’re great in a crisis, but your team wants more clarity when things are running smoothly. Or maybe your peers think you’re a good listener, but sometimes you miss the bigger picture in team meetings.
This feedback is specific and actionable. You can use it right away to make improvements.
Building Stronger Teams
360 reviews do more than help you grow. They make teams stronger. When everyone is giving and receiving feedback, trust goes up. People know they’re being heard, and that makes them more willing to collaborate. When communication is open, and feedback is honest, small issues don’t turn into big problems.
Research shows that when employees feel valued and heard, they’re more engaged.
360 reviews create an environment where everyone is contributing to that.
Sounds Good, But Do 360 Reviews Really Matter?
Yes, But With Caveats:
- When Done Well, They Are Powerful: 360 reviews can be a great tool for growth for you and the team. By gathering different perspectives, they give you insights that a manager might miss. They help build transparency, trust, and keep feedback flowing.
- Execution Matters: The success of a 360 review depends on how it’s done. If it’s set up right, with clear instructions on how to give and act on feedback, it can have a big impact. But if it’s handled poorly, it can cause confusion, resentment, or just fall flat.
- Clarity and Support Are Crucial: Employees need help processing feedback, and managers need to help prioritize it. Without a solid action plan, the feedback can feel overwhelming or go nowhere
How to Make 360 Reviews More Effective:
Train the Team on Giving Feedback:
Make sure everyone knows how to give feedback that’s helpful. It should focus on work—not personalities or emotions. People need to know what behaviors to change, not just that someone is frustrated with them. Check your bias at the door.
Set Up Clear Next Steps:
After the review, sit down with your manager and figure out exactly what you’re going to do. Feedback is only useful when it leads to specific actions. Without that, it’s just noise.
Focus on Trends, Not One-Offs:
Pay attention to feedback you hear more than once. If multiple people mention something, it’s probably important. Don’t get distracted by one person’s random comment—focus on what’s consistent.
Keep Feedback Constructive, Not Critical:
Feedback should help you get better. If it’s just criticism without a clear way to improve, it’s not useful. The point is to give people something they can actually work with, not tear them down
Why 360 Reviews Are Worth the Effort
Yes, 360 reviews take time to set up, but they’re worth it! They give you feedback that’s well-rounded and relevant. They help people grow, and they make teams stronger. Companies that make feedback a priority see better performance, stronger relationships, and a culture of trust. That’s the kind of environment people want to work in.
Key Elements of a 360 Review
- Multiple Sources: Get feedback from peers, managers, direct reports, and sometimes clients.
- Anonymous Feedback: Anonymity encourages people to be honest and real.
- Holistic View: The feedback comes together to give a complete picture.
- Action Plan: After the review, work with your manager on a plan to improve.
Sources:
1.Gallup’s 2023 Workplace Report
