Sample review
“The forms made our check-ins easier to prepare for, and the conversations felt more focused.”
Amelia Price
People Manager
360 appraisal software.
Bring managers, peers and direct reports into the conversation. Collect anonymous feedback in one clear process, then use the combined results to help people develop.
Anonymous feedback · 5+ reviewers · Combined results
360 feedback summary
Closed · 8 reviewers- Explains priorities clearly
- 4.2 / 5
- Follows through on commitments
- 4.5 / 5
Combined reviewer ratings. Individual identities are not shown.
Beyond the manager’s view
Different people see different strengths.
A 360 degree appraisal gathers feedback from people who work with someone in different ways. A manager sees progress against expectations. Peers see collaboration. Direct reports experience their leadership and support.
Also called a 360 review or multi-rater feedback, it helps bring those observations into a development conversation. Use it for leadership development, team relationships or a broader view of how someone works.
It complements an annual appraisal. An average rating is a starting point for discussion, rather than a verdict on someone’s performance.
Read the 360 degree feedback guideA clear process, start to finish
From a circle of reviewers
to a useful conversation.
01
Build the appraisal
Choose the person receiving feedback and a reusable template of rating and written questions.
02
Invite the right people
Select managers, peers, direct reports or other reviewers who know the person’s work. Plan for at least five completed responses.
03
Collect the feedback
Send personal invitation links, track completion and use configured reminders to keep the campaign moving.
04
Start the conversation
Close the campaign to release combined results when the privacy minimum is met. Discuss strengths and agree practical next steps.
Make the feedback useful
More than another form to fill in.
Questions with a purpose
Save reusable rating and written questions. Ask about observable behaviour so reviewers can give specific, relevant feedback.
One view of progress
Keep invitations and completion together in the campaign. See who has responded while individual answers remain hidden until closure.
Feedback to work with
Read combined question ratings and anonymous written responses. Use the report to prepare a discussion and agree one or two development actions.
Clear privacy expectations
Give reviewers clarity before they give feedback.
Results unlock after campaign closure and at least five completed reviewer responses. Each displayed question also needs five valid answers; questions below that threshold are suppressed.
Reviewers form one combined group. Reports show no reviewer names or response times, and do not compare managers, peers and direct reports as separate groups.
Written comments can still reveal their author through a distinctive situation or phrasing. Explain this before sending invitations, and choose reviewers with recent, relevant experience of the person’s work.
Ordinary workspace administrators cannot query the private reviewer-to-answer mapping. Trusted platform and database operators can access operational records. Shared invitation links and outside knowledge can also affect anonymity.
Customer reviews
What teams are saying.
Design preview: the names, portraits and quotes shown here are fictional.
Sample review
“We finally had one clear place for self-assessments and manager feedback.”
Daniel Brooks
Operations Lead
Sample review
“Setting up a review cycle felt straightforward, even with several teams involved.”
Priya Shah
HR Director
A clear way to start
Free appraisal software for small teams.
Start Free for up to 10 active employees, or compare paid plans to grow their review process.
Free
£0 · Forever
10 active employees · 1 active campaign · 1 admin. Employee appraisals, standard templates and retained results. No card required.
Start FreePro
£39.99/month
per workspace + VAT
For teams running regular reviews across several managers.
75 employees · 5 active campaigns · 3 admins
See plan detailsOrganisation
£89.99/month
per workspace + VAT
For organisations coordinating reviews across more people and teams.
250 employees · 20 active campaigns · 10 admins
See plan detailsPaid plans are activated with our team. We confirm the details before you commit.
FAQs
What is a 360 appraisal?
A 360 appraisal collects observations from several people who work with the subject, such as managers, peers and direct reports. It gives a broader starting point for discussing strengths and development needs.
Is a 360 appraisal the same as 360 degree feedback?
The terms are often used for the same multi-rater process. Be clear about the purpose of your exercise: development feedback and a formal assessment of performance can have different implications for reviewers.
How many reviewers do we need?
At least five reviewers must complete their responses before results can be released. Invite a relevant cohort with room for non-completion. Each displayed question must also have at least five valid answers.
Are 360 appraisal responses anonymous?
Reports combine reviewer responses without names or response times. Comments can still identify their author. Read the privacy safeguards before explaining anonymity to reviewers.
Can we choose our own questions?
Yes. Use reusable templates with rating and written questions. Our 360 question bank can help you choose practical prompts.
Can we run annual appraisals in the same workspace?
Yes. Annual appraisals use identified employee and manager responses. The 360 workflow collects anonymous multi-rater feedback. Employee appraisals are included on Free; anonymous 360 is available on Pro and Organisation.
Start with a fuller picture.
Bring the right reviewers together and make your next 360 appraisal a useful development conversation.