Traditional performance reviews often miss the bigger picture. They usually focus only on what a manager thinks, leaving blind spots. This is where 360 Feedback Tools come in.
These tools collect feedback from multiple sources—managers, colleagues, direct reports, and even self-assessments. The result? A more balanced view of how someone is performing at work. According to HR experts at AIHR, this approach helps reduce bias and makes feedback fairer and more useful.
In today’s fast-changing workplaces, employees want feedback that helps them grow. That’s why more and more companies are turning to 360 Feedback Tools to build stronger, more open cultures.
The Big Benefits of Using 360 Feedback Tools
Investing in 360 Feedback Tools pays off in several ways:
- Fairer reviews – Multiple perspectives mean feedback is less biased (AIHR).
- Better teamwork – Honest, anonymous insights help improve collaboration.
- Leadership growth – Future leaders can see where they shine and where they need work.
- Time-saving – Automated surveys and reports make the process smooth.
- Culture of trust – Feedback becomes less about judgment and more about learning.
When done right, these tools create a ripple effect—employees feel more valued, teams communicate better, and companies see stronger results.
Must-Have Features in 360 Feedback Tools
- Not all tools are built the same. Before choosing one, make sure it includes these features:
- Anonymous surveys so people feel safe sharing honest thoughts.
- Custom templates to measure skills like leadership, teamwork, or communication.
- Clear dashboards and reports that turn data into easy-to-read visuals.
- Integrations with HR systems or performance platforms.
- Mobile-friendly design so feedback can be given anytime, anywhere.
A tool with these features doesn’t just gather data—it makes sure that feedback can be understood and acted upon.
How to Successfully Use 360 Feedback Tools
1. Set Your Goal
Before rolling out 360 Feedback Tools, be clear about the purpose—whether it’s for leadership development, employee growth, or team collaboration. Having a defined goal ensures the process stays focused and meaningful.
2. Get Buy-In
Employees and managers need to trust the system. Communicate why feedback matters, how anonymity is maintained, and what benefits they’ll gain to avoid resistance.
3. Pick the Right Reviewers
Choose people who work closely with the employee, such as managers, peers, and direct reports. This ensures feedback is relevant, balanced, and truly reflective of day-to-day performance.
4. Create Surveys
Use ready-made templates or customize them to focus on skills like communication, teamwork, or leadership. Well-designed surveys keep the process simple and help capture actionable insights.
5. Keep It Anonymous
Anonymity builds trust and encourages honesty. When employees know their feedback is confidential, they provide more candid and useful responses.
6. Collect Feedback
Automated reminders and easy-to-use platforms improve participation rates. Make the process convenient by allowing feedback from mobile or desktop.
7. Share Results Clearly
Reports should be simple and easy to interpret. Visual dashboards, charts, and summaries help employees quickly understand where they stand.
8. Support with Coaching
Feedback is only valuable if employees know how to act on it. Managers and coaches should work with employees to set clear goals and growth plans.
9. Review and Improve
After each cycle, reflect on what worked and what didn’t. Continuously improving the process keeps feedback fresh, relevant, and impactful.
Best 360 Feedback Tools in 2025
1. Deel
- Best For: Development opportunities & global teams
- Key Features: HR suite, compliance, payroll + integrated 360 feedback
- Pricing: Custom pricing
- Website: Deel
2. Lattice
- Best For: Employee engagement & performance tracking
- Key Features: Goal setting (OKRs), feedback cycles, analytics dashboards
- Pricing: From $11/user/month
- Website: Lattice
3. Spidergap
- Best For: Customizable surveys & detailed reporting
- Key Features: Drag-and-drop survey builder, development reports, benchmarks
- Pricing: From $29/user/year
- Website: Spidergap
4. Primalogik
- Best For: User-friendly & flexible feedback cycles
- Key Features: 360 surveys, performance reviews, goal tracking, and clear reporting
- Pricing: From $159/month
- Website: Primalogik
5. BambooHR
- Best For: Small to mid-sized businesses
- Key Features: Performance management, HRIS integration, simple UI
- Pricing: Custom pricing
- Website: BambooHR
6. Culture Amp
- Best For: Continuous employee feedback & engagement
- Key Features: Ready-to-use templates, analytics, benchmarking, 360 feedback
- Pricing: From $5,000/year
- Website: Culture Amp
7. SurveyMonkey
- Best For: Flexible survey creation
- Key Features: Customizable surveys, anonymous responses, advanced analytics
- Pricing: Free plan + paid from $25/month
- Website: SurveyMonkey
8. Qualtrics
- Best For: Enterprise-level feedback programs
- Key Features: AI-powered insights, predictive analytics, scalable feedback
- Pricing: Custom pricing
- Website: Qualtrics
9. Betterworks
- Best For: Goal alignment + 360 feedback
- Key Features: Continuous performance reviews, OKRs, feedback integrations
- Pricing: Custom pricing
- Website: Betterworks
10. ThriveSparrow
- Best For: Employee experience & engagement
- Key Features: Anonymous surveys, 360 feedback cycles, pulse checks
- Pricing: Custom pricing
- Website: ThriveSparrow
Best Practices for Getting It Right
Using 360 Feedback Tools the wrong way can backfire. To make the most of them:
- Focus on development, not punishment – Feedback should help employees grow.
- Train reviewers – Teach people how to give constructive feedback.
- Protect anonymity – Only share results in groups, never individual comments.
- Follow up – Use results to create action plans, not just reports.
- Avoid overload – Don’t run surveys too often, or people will get feedback fatigue.
- Connect to business goals – Align survey questions with your company’s vision.
When employees see that feedback leads to real action, they trust the process and engage more.
The Simple Flow of 360 Feedback Tools
Here’s how the journey looks:
| Step | Action |
| Plan | Decide the purpose and involve stakeholders |
| Choose | Pick 360 Feedback Tools that match your needs |
| Launch | Create surveys and ensure anonymity |
| Collect | Automate reminders and gather responses |
| Report | Share insights with clear visuals |
| Act | Provide coaching and create growth plans |
| Review | Improve the process for the next cycle |
Also Read: Transforming Enterprises: The Power of AI Tools for Business Success
Final Thoughts
At its core, 360 Feedback Tools aren’t just about technology—they’re about building stronger people and better workplaces. When companies use them well, feedback becomes less about judgment and more about progress. Employees gain awareness, managers get clearer insights, and teams thrive together.
If you’re looking to boost performance reviews and create a culture of growth, investing in the right 360 Feedback Tools could be the smartest move you make this year.
