What is 360-Degree Feedback?

360-degree feedback (also known as multi-rater feedback) is a process where an employee receives confidential, anonymous feedback from the people who work around them — typically their manager, direct reports, peers, and sometimes clients or cross-functional partners. The employee also completes a self-assessment, which is then compared against the external perspectives to identify alignment gaps and blind spots.

360 feedback surveys typically assess competencies and behaviors rather than task completion or goal achievement. Common areas include communication, leadership, collaboration, decision-making, and role-specific skills. The feedback is aggregated and anonymized (especially for peer and direct report groups) to encourage honesty, and results are presented to the employee through a structured report or a facilitated debrief conversation.

The power of 360-degree feedback lies in its multiple perspectives. A manager may see strong results but miss interpersonal friction with peers. Direct reports may observe leadership behaviors that the manager above never witnesses. Self-assessment gaps — where an individual rates themselves significantly higher or lower than others — are often the most valuable insights because they reveal blind spots that limit growth. When positioned as a development tool rather than a judgment mechanism, 360 feedback is one of the most effective ways to accelerate self-awareness and behavioral change.

Self-awareness is the foundation of professional growth, and most people have significant blind spots about how they are perceived by others. 360-degree feedback provides a structured, safe way to surface these gaps and create targeted development plans. Organizations that use 360s effectively report improved leadership capability, stronger team dynamics, and more collaborative cultures. For HR leaders, 360 programs build a feedback-rich culture and provide objective data for coaching and development planning.