360 Feedback
360 feedback, also written as 360-degree feedback, is a performance evaluation method that gathers input on an employee from multiple perspectives — manager, peers, direct reports, and sometimes external collaborators — rather than from a…
Definition
360 feedback, also written as 360-degree feedback, is a performance evaluation method that gathers input on an employee from multiple perspectives — manager, peers, direct reports, and sometimes external collaborators — rather than from a manager alone.
Overview
The goal is a more rounded picture of someone's impact than a single manager's view can provide, particularly for skills like collaboration, communication, and leadership that are most visible to peers and reports rather than a manager who sees only part of someone's day-to-day work. Feedback is typically collected anonymously through structured surveys, then synthesized by the manager or an HR partner before being shared. 360 feedback is commonly incorporated into a broader Performance Review cycle rather than run as a fully standalone process, and its outcomes can factor into promotion decisions and progression along the Career Ladder, especially for roles like Engineering Manager and Tech Lead where leadership and influence are core parts of the job. Done well, it surfaces blind spots a manager alone might miss; done poorly — with vague prompts or no anonymity — it can produce feedback that's either too generic to act on or influenced by interpersonal politics rather than actual performance.
Key Concepts
- Gathers input from managers, peers, direct reports, and sometimes external collaborators
- Typically collected anonymously via structured surveys
- Synthesized before being shared with the employee
- Complements rather than replaces standard manager-led reviews
- Particularly useful for evaluating leadership and collaboration skills
- Common for management and senior individual contributor promotions