360 Degree Feedback Software

360 Degree Feedback Software

howtodetails 11 Min Read

360-degree feedback software makes it easier for employees to give and receive feedback. This enables HR departments to compile complete data about their company’s personnel, which can be utilized for both development and evaluation. 360-degree feedback systems, unlike performance evaluation tools, allow for the database of information not just from superiors, but also from peers, subordinates, and clients.

The top 10 best 360 Degree Feedback Softwares are:

SurveyMonkey’s platform, which is utilized by more than 335,000 businesses globally and is trusted by 98 percent of the Fortune 500, allows millions of people to transform feedback into action that promotes development and innovation. Get insight to questionnaire templates developed by experts that speak to your customers, workers, or target demographic. In minutes, you may create simple to complicated surveys. 

Bonusly is on a mission to help people connect meaningfully with their job and one other. We think that every firm can establish high-performing, highly engaged teams by utilizing our strong employee recognition, incentives, and survey platform. Featuring a platform and connections that make participation simple, a worldwide reward catalog with gift cards, payout, donation, and swag options, and a simple and exciting peer-to-peer recognition that combines your company values.

Motivosity is a cutting-edge employee engagement platform with the goal of making people happy at work. Feeling valued for your job, being a part of a community, and having a meaningful connection with your boss are three of the top drivers of employee happiness. Our program produces incredible outcomes by making continuous recognition a part of your culture and making visible all of the wonderful work your team members are doing. With an average user engagement rate of 95%, this software delivers amazing results.

15Five is a human-centered performance management platform that helps managers become more successful, people become more engaged, and companies perform better. 15Five is the most comprehensive solution that combines software, education, and community to produce effective managers and unleash peak staff performance. It includes everything from engagement surveys and 1-on-1 tools to performance evaluations and OKRs.

Access People HR is customized to address specific local needs, including leave management and reporting. As the development teams in Australia and New Zealand create localisations based on long-standing partnerships with tax authorities and industry organizations in the region. 

It’s all about feedback in Sage HR. Simple forms, uncluttered dashboards, and easy-to-gather feedback simplify assessments. To evaluate staff performance, gauge satisfaction, identify productivity trends, and much more, use the versatile survey builder to enter questions in a number of forms such as radio buttons, multiple-choice questions, checkmarks, and open-ended queries.

Alchemer assists businesses in conducting 360-Reviews in a simple and cost-effective manner while keeping strong data security requirements. Not only do you get the finest feedback with Alchemer, but you also get results that you can comprehend and operate on immediately.

With Trakstar’s 360-degree feedback platform, you can motivate and engage your workforce. Online performance reviews are unlimited, and workflows and reporting are automated. You can effortlessly administer performance evaluations for hundreds and thousands of employees in your company.

ClearCompany is the simplest method to centralize and automate all of your employee evaluation procedures. You can rapidly build up reviews using our simple software, which includes custom score tables, weighted sections, and free-form replies. To make setup and scoring even easier, sections of evaluations may be reused across several forms.

A low-cost, high-rated 360-degree feedback gadget that is simple to set up. Experts will guide you through the process of organizing, developing, and releasing exams to ensure your success. Individual feedback reports will delight all employees, taking the guesswork out of developing a Personal Development Plan.


Important Points to Keep in Mind When Using 360-Degree Feedback Software

While evaluating 360-degree feedback software, take the following points in mind:

  • Deployment Method

A 360-degree feedback solution can be installed on-premise or accessed via a web browser. A web-based solution with cloud storage is frequently selected by SMBs since it typically has no upfront expenses and is paid on a pay-as-you-go basis. Depending on your company’s demands, you may generally upgrade or decrease your membership.

  • Simple Administration

Any tool you use should have a straightforward administrative interface that makes creating surveys simple and quick. It should also provide consumers entire control by allowing specific personnel to track survey progress, issue email or text reminders, and make necessary changes to survey questions.

Trends in 360-degree feedback software that are relevant

  • Employee-manager communication is inconsistent: Only 37% of respondents in this Software Advice survey claimed they have monthly one-on-one meetings with their managers. According to the same poll, roughly one-fifth of employees had little or no confidence in their bosses’ ability to accurately judge their performance. While 360-degree feedback technologies might be beneficial, regular communication between employees and managers should be prioritized.
  • Integration with HR software: When deciding on 360-degree feedback software, it’s crucial to think about the integration capabilities of each system. Some companies provide 360 feedback as part of a larger HR software package, while others provide connections with major HR systems. To get the most out of your new software solution, make sure you question all prospective providers about their integration capabilities.


  • How do you create 360-degree feedback?

Performing a 360-degree review used to be a time-consuming and costly procedure that frequently involved outside experts and a significant amount of corporate work.

However, technological advancements and online surveys have made it easier to use this powerful tool for more people on your team. (These days, even a robot can get a work review.)

This means that this extremely effective tool can be used more frequently and by a larger number of people in your company to improve cooperation and collaboration.

Here are some crucial pointers to remember:

  • Keep it private so that individuals are free, to tell the truth.
  • Ascertain that the managers are involved and committed to taking action in response to the findings.
  • Make it very clear that all comments must be helpful.
  • Have a plan in place for follow-up when the results are in to avoid this being a one-time exercise.
  • What questions should I ask in the feedback form?

When a product isn’t selling, what customer feedback survey questions should you ask? 

  • Do you think the price of our [product or service] is reasonable? 
  •  What persuaded you to purchase the item? 
  •  What problems are you attempting to resolve? 
  • What nearly deterred you from making a purchase?
  • What should a 360 review include?

In a 360 review, you obtain a manager’s and multiple peers’ perspectives on an employee’s teamwork, communication, leadership potential, and management skills. The reviewers are expected to comment on and grade the employee’s professional abilities as well as their contribution to the team.

  • How do you present 360 feedback?
  1. Deliver in person: According to research, it is preferable to present results to employees in person rather than providing them via email. Results can be communicated in a sensitive and constructive manner during a scheduled feedback session. Participants can also ask questions for clarification throughout the sessions.
  2. 360-degree feedback outcomes should be supplied by a knowledgeable coach in a coaching environment (external coach, Human Resource professional, or trained manager). The coach is an important element of the feedback session since he or she assists the participant in reading and comprehending their report. Coaches assist employees in identifying their strengths and areas for development.
  3. Put the business context by presenting group averages before discussing the employee’s individual results. Participants will feel more at ease discussing their own outcomes if the averages are shared at the outset.
  4. Focus on your strengths: It’s best if you present a balanced picture of what the 360 feedback report is about. Positive results are acknowledged initially, allowing the employee to become more comfortable with accepting feedback. Additionally, starting with strengths sets the tone for the review, making it a pleasant experience.
  5. When it comes to timing, it’s preferable to share the results as soon as they’re available. This enables actionable input to be implemented quickly. The sooner feedback is received, the more quickly a development plan may be developed and implemented.
  6. Following the assessment of the results, the employee and their supervisor should meet for a development meeting. The goal of this conference is to help the participant construct a complete development plan. This strategy includes specific targets, a schedule, and the necessary resources (training, books, mentoring, etc.).