What it means
360 feedback is a structured feedback process that gathers input about an employee, manager, or leader from multiple perspectives, such as their manager, peers, direct reports, cross-functional partners, and sometimes self-review. In software, it may include survey templates, reviewer nomination, anonymity settings, competency models, manager summaries, calibration support, and follow-up planning.
Why buyers should care
360 feedback can improve development conversations, but it can also create trust and data-quality problems if comments are poorly governed. Buyers should distinguish development feedback from formal performance decisions, define who can see results, and confirm whether feedback is interpreted by trained managers or HR owners. A tool should help teams collect useful evidence without turning anonymous comments into unreviewed employment decisions.
Evaluation checks
Review anonymity controls, reviewer selection, small-group protection, competency templates, export permissions, manager workflows, audit history, and links to performance management. Ask how the system handles offensive comments, low response rates, duplicate reviewers, and follow-up action plans. Strong 360 feedback workflows make purpose, visibility, and next steps clear to employees.
This glossary entry is buyer-oriented guidance, not legal, compliance, or financial advice.