Comprehensive Guide to 360-Degree Feedback Tools: Benefits, Features, FAQs and Testing

Choosing the right 360-degree feedback tool is a critical decision for organisations aiming to enhance employee development and subsequent performance. 83% of HR leaders said 360-degree feedback was an effective tool for developing high-potential employees.

With a plethora of options available, understanding the features, pricing, and benefits of each tool can be overwhelming. This guide provides an in-depth comparison of popular 360-degree feedback tools to help you make a well-informed decision.

What is 360-degree feedback?

360-degree feedback is a comprehensive tool designed to foster employee development and improve organisational development. By gathering feedback from various sources including peers, subordinates, line managers, and sometimes external people such as customers and suppliers, it offers a well-rounded perspective on an employee’s performance. This multi-source feedback system helps in identifying strengths, pinpointing areas for improvement, and uncovering blind spots.

Benefits of 360-degree feedback:

• Enhanced Self-Awareness: Employees gain insights into how their work and behaviour are perceived by others.

• Identification of Training Needs: Helps in recognising areas where employees require further training and development.

• Improved Team Communication: Regular feedback promotes open communication and strengthens team dynamics.

• Fostering a Culture of Continuous Improvement: The 360 feedback process creates an environment where feedback is valued and expected, encouraging individuals to regularly reflect, adapt, and develop.

When to implement 360-degree feedback?

Before taking a close look at what features to look out for in your new 360-degree feedback tool, make sure your organisation is ready to introduce 360-degree feedback. To ensure that your new 360-degree feedback offering will be successful once rolled out, it pays to lay the groundwork. This does not need to be complicated. Start with a few checks to make sure that your organisation is ready enough for 360-degree feedback. The following four areas are worth checking.

Positive feedback environment

The organisation’s culture should be one where feedback is viewed positively—as a tool for growth and improvement rather than criticism. This perspective helps in reducing resistance to feedback and encourages more honest and constructive feedback exchanges. A culture likely to embrace feedback is indicated by a focus on continuous improvement, investment in development, open communication channels, and trusting relationships.

Alignment with organisational values and goals

The introduction of feedback should align with the organisation’s core values and strategic goals. Common organisational core values that are aligned well with 360-degree feedback include integrity, collaboration, accountability, respect, and continuous improvement. Strategic goals that can be aligned include improving performance, driving organisational growth, and fostering a positive work culture.

Leadership Buy-in and Role Modelling

Leaders must not only support the feedback process but also actively participate in it. By sharing their own feedback experiences and how they’ve used insights for personal development, leaders can set an important example for the rest of the organisation.

Clear Communication and Training

Before rolling out 360-degree feedback, it’s crucial to communicate its purpose clearly and provide adequate training to all participants on how to give and utilise feedback effectively. This helps in setting the right expectations and equips everyone with the necessary skills to participate in a meaningful way.

When Not to Introduce 360-Degree Feedback

There are a few situations when introducing 360-degree feedback is best avoided if you want to ensure the best chances of success.

Organisational Change

Introducing 360-degree feedback during periods of significant upheaval (e.g., major restructuring, leadership changes, mergers) can lead to additional stress and confusion. It’s best to wait until the organisation has stabilised.

Low Trust Environments

If there’s a pervasive lack of trust within the organisation or between employees and management, feedback may not be honest or may be skewed by fears of reprisal. Building trust should precede the introduction of such a feedback mechanism, with particular emphasis on making communication more transparent and actions more consistent, as well as demonstrating genuine commitment to employee well-being.

Highly Competitive Settings

In environments where employees are pitted against one another (e.g., excessive focus on individual performance rankings), 360-degree feedback might exacerbate competitiveness rather than foster collaboration and support. The process should promote collective growth, not competition. In highly competitive environments it may be more advisable to use 180-degree feedback where only the feedback recipient and their manager provide feedback. While not as powerful as full 360-degree feedback surveys, 180-degree feedback surveys can still provide rich data for development conversations.

Lack of Follow-Through Capability

If the organisation does not have the resources or commitment to act on the feedback, such as providing development opportunities based on feedback, the process can become demotivating and could be seen as a futile exercise by employees. Section 5 of this handbook has more on development opportunities.

Essential Features to Consider in a 360 Feedback Tool

Once you have established that the organisation is ready enough to introduce a new 360 process, it is time to consider which 360 solution is right for your organisation. When selecting a 360-degree feedback tool, it is crucial to consider features that align with your organisational needs. Here are some essential features to look out for:

1. Easy and Intuitive User Interfaces

An intuitive interface ensures that users can navigate the platform effortlessly. Easy survey completion by feedback providers, for example, is vital for high response rates. Platforms that streamline the survey process, with clear instructions and user-friendly interfaces, encourage participants to provide thoughtful and comprehensive feedback. This also applies to HR administrators who manage the process. A user-friendly design reduces the learning curve, encouraging widespread adoption and consistent use.

2. Diverse Survey Types

A versatile 360-degree feedback platform supports various types of surveys, including pulse surveys, 360 feedback surveys, and stretch surveys. This flexibility allows organisations to tailor their feedback processes to specific needs, whether it’s ongoing performance tracking or comprehensive evaluations.

3. Customisable Competencies

Customisation is key to a relevant and impactful feedback process. The ability to define and incorporate custom competencies ensures that the feedback aligns with the unique goals and values of the organisation. This feature enhances the relevance and effectiveness of the feedback received.

4. Automated Reminders and Deadlines

Automated reminders and deadline settings streamline the feedback process. These features ensure the timely completion of surveys by sending regular reminders to participants. Administrators can set deadlines for survey completion, ensuring that feedback cycles are completed efficiently.

5. Powerful Reporting & Analytics for Personal Growth

Consider a platform that empowers employees to dive deep into their feedback through robust reporting and analytics. Platforms that allow users to identify trends, spot patterns, and uncover potential blind spots by drilling down into competencies, rater groups, and ratings (e.g., highest and lowest) enable full exploration of strengths and development areas without overwhelming the user.

6. Actionable Insights Linked to Development Tips

Platforms that provide a range of practical, high-impact development tips for employees to choose from are game-changers. Having these tailored suggestions readily available makes it easy for employees to select impactful activities to add to their Personal Development Plan (PDP). Additionally, the ability to quickly add further actions as they emerge during the 360 review process enhances the flow of turning insights into meaningful development steps.

7. Organisation-wide data for Strategic Insights

Effective platforms offer powerful filtering capabilities for organisation-wide data, helping HR and leadership teams gain insights into strengths and development needs at every level. Platforms that allow seamless navigation from high-level trends down to department, team, or individual data—filtered by job levels, titles, and more—provide a strategic advantage for data-driven decision-making.

Discover the power of 360-degree feedback and how to get the most from it for your organisation with our comprehensive 360-degree handbook The Ultimate Guide to 360 Feedback: https://www.talupp.com/insiders-guide-to-360-degree-feedback

360 Degree Feedback Tools: Features Comparison Chart

Below is a comparative analysis of popular 360-degree feedback tools based on key features:

Features	Asana	Survey Monkey	Jotform	15five	Qualtrics Employee Experience	Talent Innovations	Talupp
Data Import/Export	✔️	✔️	✔️		✔️		✔️
Employee Database	✔️		✔️				✔️
Feedback Management	✔️	✔️	✔️	✔️	✔️	✔️	✔️
Performance Review Management	✔️		✔️	✔️			✔️
Progress Tracking	✔️		✔️	✔️	✔️	✔️	✔️
Reporting/ Analytics	✔️	✔️	✔️	✔️	✔️	✔️	✔️
Survey/Poll Management		✔️	✔️		✔️		✔️
Surveys & Feedback	✔️	✔️	✔️	✔️	✔️	✔️	✔️

Asana: Asana follows a subscription-based pricing model, offering a comprehensive set of features well-suited for collaborative projects. While highly functional, the pricing may be higher for larger teams.

SurveyMonkey: SurveyMonkey offers a freemium model, with a range of subscription plans that unlock more advanced functionalities. This model makes it accessible to various budgets while providing options for enhanced survey features.

Jotform: Jotform operates on a subscription basis with flexible pricing options. Known for its extensive templates and customisation capabilities, Jotform is a cost-effective choice for many organisations.

15Five: 15Five uses a subscription model and focuses on employee-centric features and performance management. Its comprehensive offerings make it a strong option for organisations prioritising these areas.

Talupp: Talupp offers flexible subscription plans tailored to the size and needs of each business. It includes powerful reporting and analytics features as standard, giving users insights to drive development and growth. Additionally, Talupp provides extensive customer support at no extra cost with all subscription plans, ensuring users have the help they need to get the most out of the platform.

Want to see how Talupp’s 360-degree feedback tool works best for your organisation?

Book a demo

Pros and Cons

To make an informed decision, it's important to weigh the pros and cons of each platform. Here’s an overview:

Asana

• Pros:

  • User-friendly interface

  • High level of customisation

  • Comprehensive feature set

• Cons:

  • Can be expensive for larger teams

  • May have a steep learning curve for new users

Survey Monkey

• Pros:

  • Ease of use

  • Widely trusted and used by many organisations

  • Versatile and adaptable for various types of surveys

• Cons:

  • Limited features in the free version

  • Advanced features can be costly

  • Generic survey platform rather than a dedicated development solution

Jotform

• Pros:

  • Highly customisable

  • Extensive templates available

  • Easy to use with a straightforward interface

• Cons:

  • Limited integrations compared to some competitors

  • Some advanced features require higher-tier plans

15five

• Pros:

  • Comprehensive performance management tools

  • Employee-centric design

  • Facilitates continuous feedback and development

• Cons:

  • Limited customisation options

  • Can be expensive depending on the number of users

Talupp

• Pros:

  
  

• Intuitive interface for all stakeholders: employees, line managers, HR, and top teams

• Offers wide range of default surveys, or set up your own with permission settings

• Built-in competency frameworks simplify setup and customisation

• Links feedback to development activities with tailored growth suggestions

• Powerful reporting and analytics reveal strengths, trends, and development areas

• Cons:

  • Reports currently cannot be exported

How to create a 360-degree employee feedback survey: A Checklist for Testing Platform Functionality

When choosing a 360-degree tool, it can be helpful to test the key steps of setting up a 360-degree feedback survey as a way to make sure that your shortlisted platform provides the functionality you are looking for. When testing consider the following 9 key activities

1. Define the Purpose and Objectives

Clearly outline why the 360-degree feedback is being conducted, whether for development, performance appraisal, or leadership assessment. A clear purpose guides the survey’s focus and ensures it aligns with organisational goals.

Test if the platform allows you to customise the 'About this survey' information and check if it displays in invitation emails, reminders, and within the survey.

2. Select the Competencies and Skills to Assess

Identify the core competencies and skills essential for the role or organisation, such as leadership, communication, or teamwork. Define specific behaviours to evaluate these competencies, forming the foundation of your survey questions.

Ensure the platform allows you to customise competencies and link questions to specific skills or behaviours.

3. Choose the Survey Format

Create a well-rounded survey with a mix of question types, such as rating scales for quantitative data, open-ended questions for qualitative insights, and forced-choice questions to reduce bias. This mix ensures comprehensive feedback.

Check if the platform supports multiple question types and allows you to customise question formats within the same survey.

4. Identify the Raters

Select a diverse group of raters—self, managers, peers, and direct reports—to provide a holistic view of the employee's performance. Ensure anonymity to encourage honest, constructive feedback.

Test the platform’s ability to select different rater groups and maintain anonymity for responses.

5. Create the Survey

Build a concise yet thorough survey, tailored to various roles as needed to ensure relevance. Include questions that align with each participant’s specific responsibilities.

Ensure the platform offers customisation for different roles and lets you preview the survey layout as different participants will see it.

6. Launch the Survey

Communicate the survey's purpose and process to participants so they understand its importance and how results will be used. Set a completion deadline within 1-2 weeks.

Verify if the platform supports communication templates for invitations and reminders, and allows you to set and track deadlines.

7. Analyse the Results

Once the survey is complete, aggregate and analyse the data to spot patterns, strengths, and areas for growth. Use visual aids like charts and graphs to interpret the results easily.

Check if the platform provides data visualisation tools, including charts and summaries, and lets you filter data by different rater groups.

8. Provide Feedback

Share individualised feedback reports with employees, highlighting key findings and development suggestions. These insights should help employees craft focused development plans.

Test if the platform can generate individual feedback reports and include personalised development tips.

9. Follow-Up

Encourage employees to set actionable goals based on feedback and offer ongoing support, like training or coaching, to achieve these goals. Regular follow-up turns feedback into tangible progress.

Confirm that the platform offers tools for tracking progress on goals or integrates with development plans.

Also Read: Accelerating Employee Growth: Solving Common Challenges in 360-Degree Feedback

FAQs

1. What features are essential in a 360-degree feedback platform for a smooth user experience?

Look for a platform with an intuitive, user-friendly interface for all stakeholders, including employees, managers, HR, and leadership. It should support easy navigation, with minimal training required, to encourage high engagement and adoption across the organisation. Customisable options, clear instructions, and seamless survey completion are key.

2. How can I ensure a platform aligns with our organisation's feedback needs?

Ensure the platform allows you to select from a wide range of survey types, such as pulse, 360 feedback, and stretch surveys, or create custom surveys with permission settings for each group of respondents. This flexibility helps align feedback with specific organisational goals, whether for ongoing development, performance assessment, or leadership reviews.

3. What reporting and analytics features should I expect from a 360-degree platform?

Powerful reporting and analytics are essential. The platform should offer features to uncover trends, strengths, and development areas without overwhelming users. Look for options to filter data by rater groups, competencies, and even specific job roles or levels. Visual aids like charts and summaries can help interpret the data meaningfully, aiding both individual growth and strategic planning.

4. How does a 360-degree feedback tool support development planning?

Leading platforms link feedback insights directly to tailored development tips, enabling employees to choose high-impact actions that align with their Personal Development Plans (PDP). Check if the platform allows employees to easily add development actions while reviewing their feedback and track these actions within the system to ensure feedback leads to meaningful growth.

5. What customisation options should be available in a quality 360 platform?

A good platform should offer customisable competencies that align with your organisation’s values and goals, along with the flexibility to tailor survey questions for various roles. Platforms with built-in competency frameworks and adaptable question types—like rating scales, open-ended questions, and forced-choice options—make it easy to create a survey that’s relevant and comprehensive.

6. What privacy and anonymity settings are important for 360-degree feedback?

Privacy and anonymity are crucial to ensuring honest feedback. Ensure the platform offers secure data handling and strong anonymity settings for all rater groups. Options to anonymise feedback by group or role can increase comfort among participants and promote transparent, constructive feedback.

7. How do I evaluate customer support and resources provided by a 360-degree feedback tool provider?

Customer support is vital to successful implementation and ongoing use. Look for a provider that offers extensive, free support with subscription plans. Resources like onboarding materials, training guides, and live support ensure your team can make the most of the platform, leading to a smoother experience and better long-term results.