---
title: "360-Degree Feedback"
description: "360-degree feedback collects input on an employee from their manager, peers, direct reports, and themselves. Learn how it works and see sample questions."
url: "https://sageo.ai/glossary/360-degree-feedback"
source: "Sageo (sageo.ai)"
---


# 360-Degree Feedback

360-degree feedback, or a 360 review, is a process where an employee gets feedback from people all around them at work: their manager, peers, direct reports, and sometimes clients, plus their own self-assessment. Responses are usually anonymous and combined into one report. It is mainly used for development, especially for managers and leaders.

**Also known as:** 360 feedback, 360 review, 360 assessment, multi-rater feedback

## Key takeaways

- 360 feedback gathers input from manager, peers, direct reports, and self.
- It reveals blind spots a single manager's view misses.
- It works best for development, and gets risky when tied directly to pay.
- Anonymity and enough raters are what make the feedback honest and fair.

## At a glance

- **Raters:** Manager, peers, direct reports, self
- **Best for:** Development, not pay decisions
- **Raters needed:** Enough to protect anonymity (often 5+ peers)
- **Related:** Performance review, employee feedback

## Why does 360-degree feedback matter?

A manager sees only part of how someone works. Peers see collaboration. Direct reports see leadership. Comparing all of that with the person's own view reveals blind spots that a single-rater review misses.

## How does 360-degree feedback work?

1. Choose 5 to 10 raters across groups.
2. Use a short survey: ratings plus 2 or 3 open questions.
3. Keep responses anonymous and aggregate by group.
4. Share the report in a coached conversation, not by email.
5. Pick one or two development goals from it.

## Sample questions

- What should this person keep doing?
- What should they start doing?
- What should they stop doing?
- How well do they share information with you? (1 to 5)
- How well do they handle disagreement? (1 to 5)

## Worked example

A new engineering manager rates herself 4.5 out of 5 on "gives clear direction". Her direct reports average 2.8. Peers average 4.2. The gap is with her own team, so her development goal becomes writing a clear goal and priority note at the start of every sprint.

## Frequently asked questions

### Should 360 feedback be tied to pay?

Most experts advise against it. Tying it to pay makes raters less honest and turns a development tool into a political one.

### How many raters does a 360 need?

Enough to protect anonymity, usually at least three per group.

### What is 360-degree feedback?

A review method that collects feedback on someone from multiple directions: manager, peers, direct reports, and themselves, combined into one view.

### What questions are on a 360 survey?

Behaviour-based items rated on a scale (for example “gives clear, useful feedback”) plus a few open questions, ideally mapped to a competency framework.

### Should 360 feedback be anonymous?

Peer and direct-report feedback is usually anonymised and aggregated above a minimum group size, which encourages candour. The manager's input is typically identified.

### Is 360 feedback good or bad?

Used for development it is valuable; tied directly to pay or promotion it can trigger gaming and score inflation. Separate the two.